ALP Group started the Great Employer project

2020: Start of the internal project "Great Employer"

On January 27, 2020 the Department of corporate information systems of ALP Group announced start of the internal project on creation of the scalable flexible personnel management system considering the fundamental changes happening in modern labor market. This system in a complex reduces the risks of ALP Group and its clients connected with perspective of sharp sharpening of "staff shortage" on the qualified IT specialists and also with the general weakening of understanding of the personal liability for project deliverables at applicants of all skill levels.

According to the company, the Great Employer project will come to the end in the first quarter 2020 that DKIS will give long-term competitive advantages, the chance to execute more projects and at the same time to reduce expenses on personnel management. Further elements of the updated system will be used in projects for customers of ALP Group working in the field of project business.

The Great Employer project provides several interconnected changes: in structure of project teams and areas of responsibility of project managers, system architects and contractors of tasks; in skill levels of employees and in management of their career development; in technology of substitution of vacancies at all steps of a ladder of competences. Besides, having introduced restrictions in different procedures and personnel management processes, DKIS begins integration of GRC, last in a corporate system (governance, risk management, compliance).

In structure of project teams the obligatory partial overlapping of areas of responsibility of leading experts and their direct subordinates executed by the special rules making "know-how" of DKIS is entered. Thanks to it sudden loss from the project of any key employee (in connection with a disease, leaving the company or switching to other project) has no serious consequences as DKIS always have a choice with whom to substitute it, without causing at the same time the delays connected with immersion of the employee in the project and also the conflicts in a project team because of cardinal change of management style and change of psychological climate in collective. Besides, this technology is a basis for the system of planned staff rotation of high qualification. DKIS an algorithm of partial overlapping of areas of responsibility, significantly reducing risks, does not lead to substantial increase of cost value of normal work and does not worsen controllability.

Change of areas of responsibility of heads of project teams and contractors fixes two problems. On the one hand, contractors of tasks personally are responsible now for an adherence to deadlines of their execution and labor input. It increases interest of employees in interaction for clear understanding of real needs of the customer and their fixing in terms of reference. These changes are carried out within other DKIS internal project — "Lean Production". On the other hand, project managers and system architects are obliged to give to employees the informative feedback allowing the last to understand assessment of their work as heads and influence of the current tasks on further qualification or career development now. Responses of heads become an objective basis at analysis of any conflict situations by top managers of the company. All these changes found reflection in the updated system of motivation.

For all professional categories occupied in implementation projects and maintenances of ERP systems and i-ERP, DKIS will already create a multilevel qualification ladder in the nearest future and formalizes rules of movement between its steps. It will simplify management of competences, career development and attraction costs of specialists and also will allow to apply different technologies of substitution of vacancies to different skill levels. In particular, DKIS considerably will reduce the general time for holding interviews as in superheated labor market any delays lead to the fact that the most valuable applicants applying for upper steps of a qualification ladder can, without waiting for completion of long procedures of decision making about transfer, to accept offers of other companies.

At substitution of the vacancies relating to initial steps of a ladder of qualifications where even partial duplication is economically inexpedient, the Great Employer system will rely on the program of training of specialists for the industry of ERP which DKIS one and a half years develop in partnership with the leading universities of Siberia. Obligatory work with mentors at the final stages of training in the trainee program gives DKIS enough information to avoid the errors at appointment of other employee to the first project which are a basic reason of leaving of this professional category.

The Great Employer project is one of key steps of DKIS on system preparation for a situation which will develop in capital and all-Russian labor market in 2020 and in the years ahead. At this time considerably "staff shortage" as big customers will perform plans of digital transformation and to recruit information technology specialists and on work with these (data science) will become aggravated, and the state companies appointed IT, responsible for development, in Russia will receive financing and will begin "buy up" qualified specialists in IT.