SLB - An Innovative Approach to Employee Digital Competency Mapping for Career Development

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nchoudhary2
nchoudhary2 Partner, Dataiku DSS Core Designer, Dataiku DSS ML Practitioner, Neuron, Dataiku DSS Adv Designer, Registered, Frontrunner 2022 Participant, Neuron 2023 Posts: 3 Neuron

Team members:

Nikhil Choudhary, Learning & Competency Manager,
Sushant Shekhar, Domain Data Scientist - Subsurface, with:

  • Julie Neff
  • Boris Zolnikov
  • Christina Chrysovulou
  • Anne Bonner
  • Syed Sohaib Zulfiqar
  • Sissel F. Wilson
  • Diogo Almeida Costa

Country: United Kingdom

Organization: SLB

SLB, traded on the NYSE, is a technology company that works with customers to access energy. Our team, consisting of individuals from over 160 different nationalities, is dedicated to providing top-notch digital solutions and implementing cutting-edge technologies that promote performance and sustainability in the global energy sector. Our range of products and services are designed to reduce emissions and improve performance in the oil and gas industry. We are also committed to hastening the transition to low-carbon energy, and we prioritize delivering digital solutions at scale to facilitate faster, more informed decision-making. You can learn more about us at www.slb.com

Awards Categories:

  • Best Acceleration Use Case
  • Best Data Democratization Program
  • Best ROI Story

Business Challenge:

Digital transformation in the energy industry faces a significant challenge concerning talent management for digital skills. Following the artificial intelligence (AI) boom, the demand for digital skills has increased in recent years. As AI and data science-driven workflows have accelerated the energy sector's digital transformation, a gap has emerged in the demand and supply of talent with digital skills. As a result, high demand and low supply across all industries have made hiring external talent difficult. The demand for digital talent has also led to an increased turnover rate in the industry as traditional engineers opt for digital roles outside of the energy sector.

SLB's D&I (Digital & Integration) HR team launched digital upskill programs focusing on measurable digital skills with multiple learning partnerships to address this issue. The D&I HR team collected considerable data through these learning programs and related campaigns but needed a reliable way to track that data for effective talent management.

Business Solution:

D&I Skills2Career Dashboard solves this challenge by leveraging Dataiku as the backend and PowerBI as the front end. With Dataiku, we have several use cases covered, many of which are already in production.

  • Automated workflows and scenarios pull data on employee skills, competencies, and assessments from various platforms, which are then processed and consolidated with internal HR data.
  • Generate numerous quantifiable insights from these pipelines.
  • Several natural language processing (NLP) algorithms implemented in its latest version extract more meaningful insights from text data sources. Applying NLP enables the fusion of domain expertise with digital competencies that were previously difficult to quantify due to their descriptive nature.
  • Summary scoresheets for employees based on their current competencies and recommendations on future career paths.

Fig. Skills2Career backend flows in Dataiku

Day-to-day Change:

The Skills2Career has revolutionized how the D&I HR Team views the digital competency data of its employees.

  • It provides a comprehensive view of skills and competencies in one location, allowing the Talent team to make informed staffing decisions for digital positions.
  • It enables business managers across various locations to utilize the Skills2Career data for digital engagements, providing employees exposure to learn & grow.
  • It is not just a campaign metric but an engagement tool that aids in managing attrition and enables employees to aspire and be motivated for their career paths.
  • It increases employee profile visibility to the Talent team and is an important data point in career conversations.
  • By giving employees access to their data in Skills2Career, we have made things more transparent and allowed employees to control their careers.

Business Area Enhanced: Human Resources

Use Case Stage: In Production

Value Generated:

  • The employees' & managers' rapid adoption and excessive utilization genuinely reflect the value generated by Skills2Career. On average, Skills2Career experiences a digital footprint of 80-100 unique users daily, with total views ranging from 500-1000.
  • It is amongst the company's top 30 most used dashboards among the 127000+ dashboards available across the organization.
  • So far, it has enabled the Talent team to staff 50+ data scientists, solution architects and data engineers in SLB.
  • It has transformed the talent acquisition model from external hiring to internal upskilling, saving hundreds of thousands of dollars in recruitment drives and external hiring.
  • The company is witnessing a cultural change of continuous learning and a growth mindset among its employees.

Value Brought by Dataiku:

Dataiku is an Enterprise level orchestration platform that has generated value for SLB in the following ways:

  • It has tremendously improved the speed and time of project execution by providing built-in functionalities and visual recipes that save a lot of time for developers and data scientists.
  • Its ability to load multiple data types solves the use case of loading data of different formats from numerous sources.
  • Its automation capability as an orchestration platform through its Flows and Scenarios helps build end-to-end solutions without dependency on external tools.
  • Its user management, project management, governance, access control, security and automation capabilities save a lot of time for a developer regarding infrastructure management and data governance.
  • Its learning platform and knowledge base in Dataiku Academy provide consolidated resources for a developer to refer to in case of hiccups or road blockers during development and enable everyone to self-learn.

Value Type:

  • Improve customer/employee satisfaction
  • Reduce cost
  • Reduce risk
  • Save time
  • Increase trust

Value Range: Hundreds of thousands of $

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