War of Talent - Revitalise Workforce
External factors
Internal factors
Covid 19 happened
Working remotely is possible
Increase demand on offshore location
Freedom on where to work becomes a reality
Questioning on work life balance
moved from "all under 1 roof - skilled only engineer" to "offshore at all cost - skills if possible"
Hybrid mode
salary wages
Career path
40% rotation of SSI workforce is 2021
Spotify Model is "has been"
Steps for promotion are pretty steep
Chapter Lead is an impossible job
structurally, it is a negotiation
for any Tech activities
constant education
NL Market is very active
why not adding time of "own activities"
Way of Working with SSI or IBSS seems incomplete
Role of CL offshore is different from onsite, or from a domain to another
Evolution to squad based sourcing
working reporting lines are different from hierarchical ones due to local regulations
how does onsite works with offshore? Can't they be mixed?
'hotel management" CL offshore is only the hierarchical manager
CL offshore is part of the squad and is not recognized as CL onsite
CL offshore is recognized part of the overall CL team
not present on market
in practice, highly difficult and stressfull for employees to be 100% fullfilled
What about a model even more flexible?
Why fighting on the €/hour
when it is divided by 3?
why does NGT didn't adressed the relationship with business?
why not coming back to the basic "tech lead - one per squad" ?
why not rethinking the ratio IBSS / SSI
Relationship Employee - Company is more distant than ever
working from home doesn't help to create links
feeling of belonging is important to retain employees
Is our Sourcing Strategy Sustainable?
Is ratio skills (effectiveness) / price taken into account?
Is cultural aspect taken into account while facing the "Great Resignation"?
ING considered as an "Academy" - companies - stealing from us
How to attract more?
Possibility to work more than 30 days in other country?
how to differentiate on our ways to work remotely?
Wellbeing taken into account
hubs to work together?
ING salary raise mechanism not adapted to market?
Learning - not present enough
Engineering Culture
not feeling included in it
We need to ask ourselves how to work well at the office? - ie not spending office days on Teams
not sustainable to train people constantly
what if our company has objective to make impact on offshore country from sociological aspect?
want our company to be "the company to work for"
how to create the link with the company while being remote?
day to day work not challenging enough
some tech are old
risk controls and other bureaucratic tasks
spend 1 day per week in another squad
ensure that SSI Indian based employee comes onsite - structurally
Reinforce the position of Tech being responsible for design and building the solutions