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Tales from the Field Needs Assessment on Competencies for On-Boarding New College Graduates into Storage Tech

Storage Tech (name changed for anonymity) is a high-tech company headquartered in the Silicon Valley in California. Storage Tech is a global provider of data management and storage solutions and is an industry leader with over $3B in revenue and more than 130 offices around the world. Consistently ranked in the top 10 of Fortune’s top 100 Companies to work for Storage Tech strives to keep their employees happy.
 * The Client**

One of the areas Storage Tech would like to invest in is the development of engineers brought in as new college graduates (NCGs). For the summer of 2010, Storage Tech will be hiring 140 engineers in five locations; a substantial number of new engineering and computer science college graduates in the US and India. Creating an excellent on-boarding program is important to quickly integrating a new person into the company. Currently, engineering managers are not able to track their new hire's development in a consistent manner. Managers and NCGs would all benefit by having a more effective and efficient method to bring NCGs up-to-speed quickly and ensure they are started on a well-planned career path. The goals of this project include identifying a set of competencies that will help bring more consistency to the development of NCGs by creating a roadmap of knowledge, skills, attitudes and behaviors that NCGs need to foster for job success. By also creating a standard for the NCGs initial development, Storage Tech will be better able to set the tone and expectation or the newly hired person. This first development plan will create a foundation for use with all NCGs across the organization. This tool will also aid managers who may not be accustomed to working with and developing an NCG. The authors of this article were the team of needs assessors who conducted a semester-long analysis of competencies needed to successfully on-board NCG into Storage Tech for a project in Rebecca Bodrero’s Needs Assessment class at Boise State University.
 * The Problem**

The team used a combination of methods (based on ethnographic research) to gather empirical data. Data collection activity was done in two phases. Phase I focused on the assessment of the core issues facing the on-boarding of NCGs. During this phase, data collection was accomplished through surveys administered to past NCGs and their managers. Phase II involved semi-structured interviews with managers who were excellent in on-boarding their NCG. Phase II focused in greater detail on the issues brought out from phase one including the current development process for on-boarding NCGs and what skills and knowledge the on-boarding process should address to be successful.
 * Data-Gathering Methods**
 * add graphic on data gathering

To discover what skills were important for NCGs to develop, the team conducted two types of analysis for this project, the competency assessment and the knowledge and skill assessment. Using Marker's Synchronized Analysis Model (SAM), allowed us to look at both internal and external forces affecting the NCGs early development. To determine which items are important, we interviewed and surveyed several different groups of managers and previously hired NCG engineers. possible HPTmodel with links to SAM and Hertzberg's (models nested in other models) Findings  This needs analysis project is focused on working with managers and previously hired NCG to identify which skills are the most important to track and develop for the in coming NCGs. Since these skills were identified, we have now determined how best to assign development of these skills using the competency feature in the Saba Learning Management System (LMS). We feel that this is as much an opportunity to expand usage of the LMS as well as standardize competencies across business units. Implementation Plan helps to set the stage for items
 * Data Analysis**
 * phase III idea
 * inconsistency between depts
 * no clear identifiable standard for buddy program or NCG development plan
 * poorly documented process
 * Recommendations**
 * the competency dictionary and competency Implementation plan be used
 * C Dic be further refined and a competency scale developed for use in LMS to define NCG performance for use by managers.
 * Buddy system QA advantages from outside vs Dev wher buddy from within the team was better.

Three main Using a combination of the HPT model in conjunction with other models is good. checking your premices using proven models etc Continuous Improvement References ** Marker, A. (2007). Synchronized Analysis Model (SAM): Linking Gilbert’s Behavior Engineering Model with Environmental Analysis Models. Performance Improvement, 46(1), p 28.
 * IPT-grounded Advice**
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Laurie Toyama is a Learning Program Manager at the company for which this needs assessment was conducted. She is scheduled to complete her master’s degree in Instructional & Performance Technology (IPT) in spring 2011. Laurie may be reached at LToyama@yahoo.com.
 * Team**

Laura Bailey is a trainer/instructional designer for the Chick-fil-A helpdesk. She is a graduate student in BSU’s IPT master’s degree program, and is scheduled to complete her master's degree in IPT and WELPS (Workplace E-learning and Performance Support) certificate in fall 2011. Laura may be reached at laurabailey333@hotmail.com.

Pam Fulwider is a Technical Training Supervisor at Ingersoll Rand. She is scheduled to complete her master’s degree in IPT in spring 2011. Pam may be reached at pjfulwider@gmail.com

Chris Pedrick is a Training Development Officer with the Canadian Forces. He is scheduled to complete a Certificate in Human Performance Technology from BSU and his master’s degree in Distance Education from Athabasca University in 2011. Chris may be reached at c_pedrick@yahoo.com.