Acceptance
Changed what counts as success
Replaced completion rate with client acceptance rate as the primary quality measure, and built curriculum paced to deployment timelines instead of training calendars.
iamneo
Learning design for early career tech talent
I design outcome first learning that turns engineering graduates into deployable professionals. Thirty years across Capgemini, Revature and iamneo, closing the distance between training performance and job performance.
Most organisations design learning for institutional comfort. Completion rates. Filled calendars. Then they wonder why nothing changes on the job.
I start from a different question: what should this person be able to do afterward, and how will we know it worked? The modalities, the content and the schedule all follow from that answer.
My focus is early career tech talent, where the distance between training performance and job performance is widest and most expensive to get wrong. I diagnose first, design second, and prove it changed something.
Replaced completion rate with client acceptance rate as the primary quality measure, and built curriculum paced to deployment timelines instead of training calendars.
iamneo
Re engineered the India pretraining program that decided who reached client deployment, removing weeks from an average eight week cycle and reducing per head bench cost across cohorts.
Revature
Built 18 eLearning courses in four months, shifting Capgemini India from fully instructor led to blended delivery, with an estimated 40 to 60 percent fewer trainer hours per learner.
Capgemini
Ran knowledge management, digital learning and content as a business unit, owning solution design, delivery and P&L, with 40 percent year on year growth for two consecutive years.
Capgemini
Grew total learning hours by more than 15 percent in twelve months while enabling over 800 technology certifications.
Capgemini
Created 12 eLearning modules and 200+ recorded web seminars that delivered over 7,500 learning hours with no added trainer cost.
Mahindra Satyam
Find where training performance and job performance diverge, and what that gap is costing.
Agree what the learner must be able to do afterward, and the evidence that will show it.
Choose modalities, content and pacing to serve that outcome, using practice and simulation over passive content.
Measure on the job, then feed the results back into the design.
Essays on trust, readiness and the campus to corporate gap are on the way. Until then, my writing lives on LinkedIn.