What we can do
Archomai have developed a keen interest in the skills agenda in fast growth and developing economies. There can be no doubt that a skilled workforce is a key element of any Business Case supporting a company or regional drive for increased investment or, as a competitive advantage.
Skills Mundo is a proprietary Archomai approach to cover all aspects of strategy, training and implementation in relation to skills. It covers the need for a comprehensive understanding of a given location at a macro level – a focus on specific skills required - SGA (Skills Gap Analysis); how to hire the right people – GRS (Global Recruitment Strategies) and the comprehensive Skills Capacity Building Programme to provide the physical facilities and training resources to deliver specific skills requirements going forward. Here’s the approach in more detail.
- SGA: Skills Gap Analysis
SGA: Skills Gap Analysis
The SGA provides a clear inventory of skills – Now, Next and Future Needs - within a given location. The SGA identifies top line operational processes; highlighting the equipment (hardware and software) that generates output. This information is then tied into Job Descriptions and Skills profiles to produce a comprehensive inventory of skills in place and required going forward. The SGA proceeds as follows:
- Brief. Agree the location and industrial processes to be reviewed and, detail the forward requirements in terms of output. This will set the scene to detail what skills will be required going forward.
- Process map. Complete a clear end-to-end map of key processes identifying key equipment / assets and, processes requiring skilled operators.
- Job descriptions. Each asset or process and role identified will be designated a Job Description file setting out roles, responsibilities, terms and conditions.
- Skills Inventory. Matrix of what skills are required, at what level (required or desired), for each job. Matrix of the skills of each employee and fit to current role.
- Skills Gap Analysis Report. Pulls together all the above data into a document identifying current status for each role and highlighting gaps.
Each SGA will make clear the specific area for skills improvement. This can mean upgrading current levels of skill; hiring new levels of performance or, future proofing the workforce. Given clarity on this set of needs, the SGA can become a vital part of the benefits case of the city region in their efforts to attract Foreign Direct Investment and, grow the local business profile.
- GRS: Global Recruitment Strategy
GRS: Global Recruitment Strategy
Recruitment of skilled operators to maximise performance in any critical operation is complex. These days, in emerging and developing economies the task is not just about filling roles asap. The Archomai philosophy is to work with partners who understand that for every role there needs to be a succession plan in place. This means a combination of interim selection – locating and hiring the people best qualified for the jobs on a global stage and, localization – the nurturing of local talent over time. The commitment has to be to ensure that the dependency ratio on foreign nationals is reduced to the level of trainer and not operator where and when possible.
- Brief. Agree the roles required and the calendar available.
- Job Profile. Agree all assumptions and benchmark them.
- Job package. Agree all financial and social criteria and benchmark them.
- Screen and select. Agree all screening and selection criteria to be used in the recruitment process.
- Recruitment. Managing the recruitment process.
Archomai have partnered Quality Skills Global as our preferred supplier in this area.
- SCBC: Skills Capacity Building Centre Programme
SCBC: Skills Capacity Building Centre Programme
Archomai see skills as key to sustainable growth for any Company; City Region or Country. Endless investment in hardware and software will fail if skills development is not dealt with as a strategic imperative. The Archomai Skills Capacity initiative will be tailor made to fit an individual company; city region or country requirement. Here’s how:
- Brief. Detail specific skills requirements for the target location / project for an agreed period going forward.
- Training modules: Induction / Performance Improvement / Annual performance assessment.
- Training technologies: Simulators / Original Equipment / CBT / Classroom options
- Business Plan: Archomai will complete this to support funding / investment decisions as needed.
- Implementation. Archomai will operate as a full partner or an interim management team to deliver the local SCBC.
Archomai have developed the Skills Capacity Building Centre Programme in response to various scenarios. Let’s talk to make sure that your needs are factored in to the way we can help you build skills capacity in your specific context.
- PIM: Performance Improvement Module
PIM: Performance Improvement Module
Each PIM (Performance Improvement Module) is designed to target specific skill deficiencies in an organisation and build the programme for performance improvement.
- Brief. Agree skills capacity objective(s)
- Scope. Complete scoping PIM levels: Induction; Experienced operator; Assessment; Train Trainer
- Training. Assess and agree appropriate mix of training approaches: simulators; on-line; CBT; workshop; classroom; mentor; on the job assessment;
- Facilities. Define facilities / mobile requirements as needed: Dedicated SCBC (Skills Capacity Building Centre); mobile unit; local specialist partner.
- Budget. Complete resource planning and budgets
- Pilot. Test run: facilities; distance learning; local; check scale up options
- Implement. Roll out and develop
Each SGA will make clear the specific area for skills improvement. This can mean upgrading current levels of skill; hiring new levels of performance or, future proofing the workforce. Given clarity on this set of needs, the SGA can become a vital part of the benefits case of the city region in their efforts to attract Foreign Direct Investment and, grow the local business profile.