Intelligence Total Business
May 2003 
At a Glance
Accenture Technical Infrastructure Services (ATIS) and
Accenture Technology Solutions (ATS) have embarked on an innovative training
and internship programme targeted at previously disadvantaged individuals
(PDIs) with a passion for technology.
Posted: June 17, 2003
  One can make a difference because it's expected, or one can
make a difference because you want to change the status quo and deliver a
long-term impact on your business and your community.
Accenture Technical Infrastructure Services (ATIS) and
Accenture Technology Solutions (ATS) have embarked on a strategy to change the
world, or at least the South African IT world, through a training and
internship programme targeted at previously disadvantaged individuals (PDIs)
with a passion for technology.
Pfungwa Serima, CEO of both companies, says the aim of the
project is not merely to have the correct quotas of PDIs or to provide equity
to a limited number of people, but rather to address the skills shortage by
making a significant contribution at the grassroots level.
Many organisations are more than willing to hire PDIs with
the right combination of skills and experience, but few are willing to make the
investment, or take the risk of hiring inexperienced people who only have a
desire to learn and work. It is from the latter group that ATS and ATIS draw
their staff.
"We pick candidates with a passion for technology, but
without experience, and employ them in ATS or ATIS," says Serima.
He is quick to note that employing newly skilled people does
not mean a drop in the quality of the technical services delivered to
Accenture. "ATIS was set up as a separate company to ensure that all
infrastructure services offered to clients by Accenture—such as desktop
support, helpdesk or hosting services--were provided by a separate company
focused on the core technical skills and delivery capabilities needed in these
areas," Serima explains.
"Similarly, ATS was established to provide a core set of
technical disciplines for enterprise applications, such as ERP and CRM, and
Netcentric skills, such as Microsoft and Java. As such, our service has to
always be of the highest level of excellence to meet Accenture's standards."
To ensure these demands are met, the two organisations are
composed of veterans in the technical arena who act as mentors and guides to
new employees. "We actively encourage our new staff to learn as much as
possible and gain as much experience as possible in their chosen field of
expertise," Serima adds.
"Of course, we discourage a grasshopper strategy of moving
from one job to another more lucrative one after only spending a short amount
of time in each position," Serima continues. "I expect our employees will spend
three to four years honing their talents with ATS and ATIS.
“They will then be able to go to the market with confidence
in their own abilities and the market will have the same confidence in them
because of their track record with us."
ATS employed 15 SAP technicians on a 6-month internship
programme in 2002, with the idea of running a 1-year proof-of-concept trial.
All 15 interns were hired on a fulltime basis after their 6-month trial and,
according to Serima, "are making a significant contribution to the business and
are as competent as anyone else in the organisation."
A further 23 interns have commenced their trial period this
month after completing a one-year learnership programme (driven by the
Department of Trade and Industry) at CS Holdings. During the four months
workplace experience period, they are taught the IT skills they will apply in
ATS as well as other soft skills needed for success in business—such as
budgeting, management and working in teams.
Serima highlights the multiple, diverse results Accenture
has achieved with this project. "We assist in uplifting and skilling people
with potential, who then apply their skills in the market and boost the pool of
qualified, experienced people available to the industry. There is also a
definite gap in the market for people with core technical skills, as opposed to
general skills, who can enter the IT economy at a reasonable rate.
“And most importantly," Serima adds, "Building skills and
creating opportunities for many people (as opposed to giving equity to one or
two) is simply the right thing to do."
ATS and ATIS employ 67 and 50 people respectively and a
significant number of these employees are PDIs. The 23 new interns will bring
ATS to a total of 90. Serima says he wants to grow ATS to a total of 123 by
August, but business will dictate how much internship are viable. "Everyone
must be usable," he states, "nobody sits on the bench waiting for something to
do."
In five years, Serima's goal is to have had between 200 to
300 interns passing through the company having gained the skills and experience
necessary to make an impact in the market. "As much as we are in business to
show a profit, we are also here to make a difference at grassroots level," he
concludes.
"We are not in the empowerment game to make our numbers, but
for the right reason: To build the core technical skills the industry needs and
in so doing make a meaningful contribution to the future of the ICT industry in
South Africa."
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