Our Approach

As Information Technology (I.T.) Professionals ourselves, we realize just how fragmented and dysfunctional the onboarding process can be. As the only onboarding provider of its kind, LiL-Tec provides an alternative solution to the problem. We reduce the large amounts of time and resources it takes to turn a new I.T. Professional into a valuable contributor to your team. Our mission statement summarizes this best as:

Providing I.T. Professionals: The Skills, Knowledge, and Attitude to succeed when joining new organizations.

A closer look at Skills, Knowledge, and Attitude – The LiL-Tec Beacon Model
The LiL-Tec Beacon model combines these three areas into specific segments. Training activities and integration tasks are designed to build upon each other. Thus creating trackable onboarding milestones as shown in our model below.

Skill Integration

Skills, or more specifically Skill Integration, is built upon hierarchically with the I.T. Professional completing administrative tasks such as employee/contractual agreements and gaining access to applications. As the I.T. Professional moves throughout the integration process they begin to understand their individual roles and responsibilities. Finally they progress into social interactions within the overall organization and their specific team.

Knowledge (Business and I.T.)

The I.T. Professional is expected to learn and retain knowledge on the overall organization. This starts with the simplest corporate knowledge of compliance policies and general organizational structure. The next step is product knowledge which includes the organization's products, lines of business, and the organization’s overall competitive advantage in the workplace. Finally we are left with specific I.T. knowledge. The specifics of their Software Development Life Cycle (SLDC), code Best Practices, and the I.T. department's level of maturity towards continuous integration.

Attitude

Skill Integration and Knowledge gathering should occur simultaneously and in specific coordination with each other. These milestones are once again hierarchical in nature, therefore their progress can be specifically tracked. As the I.T. Professional continues to integrate their own individual skills and obtain organizational knowledge their attitude will begin to flourish. This then allows the I.T. Professional to begin to trust that the organization values them as an individual contributor. Only then will they begin to commit to the organization, and together both the organization and the I.T. Professional will earn a mutual respect towards one another.

Beacon Phases

The Beacon model lays out clear milestones to illustrate where the new I.T. Professional is in their onboarding process within the new organization.

Capable - capable of performing job
Expected - expected to do job
Leadership - assumes a natural leadership role
Transversal - assumes a transversal (cross functional) role

Onboarding Metrics

Most Human Resource department have an element of onboarding metrics, however they may not accurately measure how prepared on I.T. Professional is to do there job. We feel these four are critical and measure how well the their skill integration, knowledge, and attitude have progressed.

Developmental Speed - How quickly daily tasks are performed
Quality of Development - How well they are performed
Learning Speed - How quickly knowledge is acquired
Behavioral Measurements (Social Integration) - Tracks social integration