Watch iMocha’s CEO share real stories of enterprises thriving with skills-first transformation.
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A Swedish multinational, one of the leading providers of Information and Communication Technology, enables its customers to leverage the full value of connectivity by creating game-changing technology and services that are easy to use, adopt, and scale.
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Partnering with iMocha has helped us identify the right skill meter for our employees. The results are great - we have got the perfect assessments for RPA and the skill meter has helped us create a baseline to assess future employees for RPA.
VP,
Human Resources
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The main goal was to identify skill gaps between current competency levels of employees and project requirements in RPA technology.
The key challenges were:
Blue Prism is a trending RPA (Robotic Process Automation) software used by the company. The customer required employees having various skill levels in Blue Prism for their various projects. However, in absence of a skill meter, it was difficult to identify the right resources for the project. This hampered resource selection for various projects, leading to delays and slippages. The company wanted to understand the competency levels of their employees.
The company partnered with iMocha to conduct a competency audit for its employees.
One of the features that appealed to them was 'own question uploads'. It already had a few RPA skill questions in their repository. However, when iMocha’s customer success manager had a review meeting, it was discovered that these were not the latest questions. iMocha provided the latest Blue Prism questions. The company created assessments using their own and iMocha questions. This empowered it to customize the test to suit their requirements. It created a Blue Prism test comprising of different skills. The results helped bucket its employees into:
Once this was clear, it became a lot easier to assign employees for various projects. The biggest gain from this was matching the right skills with the right projects. The competency assessments were now digitalized, which meant that there were almost zero manual efforts and elimination of human bias as well. The skill meters further helped them design a training program to upskill their employees.
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