MOM 12 Sept 2019
Visit the Work in Progress in MIRO Board --> Designer Experience (September 2019)
How should we position our team in this company? One possible output is RACI of Branch 3 with HRBP, Pops, Design Lead, designers, and Amel+Albert as the actors.
- Triggersnya apa?
- Selama ini belum defined clearly.
- Butuh ada kejelasan on top of Soil and Seed
- Due to upcoming reorg.
- What doesn’t work?
- Potential issuesnya ada apa aja?
- What we want to avoid?
How much time should each keeper allocate in each month? The output is an updated version of our way of working.
- Attribute yang menentukan apa aja?
- Time bound, evergreen, scale/impacts, issues
- Propose dari Arga = 8 jam / week untuk keepernya
- RACInya lebih critical utk di address
How should we sense what’s happening in this organization, especially related to our focus (designers)? For example, a way to get ideas, feedback, or suggestion from designers? The output is an updated version of our way of working
SOIL & SEED
- Bantu ke orangnya.
- Mentoring eksklusive di seednya.
- Hiring belum terlalu jelas.
- Proposal → what if bisa ada cara kategorisasi. Areanya apa aja dan dimana aja, branch itu kayak gimana?
- Yang sudah kita punya HMW design challenges tapi yg skrg kita ga mau prioritize, lebih ke on top of soil and seed
- Output
B3 Areas / Pillars output
- Pillars, ref dari design ops → aim dapet dapet pillarsnya2
- Consideration waktu define area banyak kesamaan dengan dept lain, design ops dan pops.
- Kalau mau develop, mirip banget sama pops gapapa.
- Gapapa dibikin aja, areasnya tetep ada.
- Basis relook→nya soil and seed and problem areas yang jadi basis.
- Kalau ternyata sudah eksis, Raci, kalau sama banget, baru didefine, ini areanya dimana pops atau kita.
- Branch 3 ini yang terms ngasalnya→ designer experience, selama dia akan masuk, lagi masuk, dan mau cabut. Pas gw cek diluar, ada beberapa framework
- External resource/reference→ life cycle, Gallup → Attract, hire, onboard, engage, performance, develop, depart, (Engage itu ga make sense)
- Reference from POPS → Liat di POPS GPS life cycle → attract, recruit, onboarding, development, retention, end of employment.
- Learning and Development → Engga execute. Cariin vendor.
- Facilitate, coordinate, monitoring.
- 11/12 designers and empowerment, ideally team internal yang paham materialnya. Beneran designer or engineer yga bisa nentuin konten learningnya. → ini yang bisa bedain dengan pops. Pops bukan disiplin expert. Salah satu perbedaannya di learning.
- Dari Amel → Design program and community reach out
- Arga → gagapa kalau siapapun punya rencana, dari kita sendiri define dan propose. Maunya dari b3 kayak gimana. Areas dan RACI. Apapun yang kita hasilkan butuh aligment dan approval, butuh info.
- Yang mau kita decide skrg terinform dari. The way she design structure
- Voyager → design process
- Plan HRBP
- Sudut pandangnya life cycle
- Ada step2 dan area apa aja.
- Arenya bisa diassign ke Racinya, 1 area bisa di breakdown lagi
- Bisa catch up dengan skills service design.
- Pops saat ini blm punya
- Kalau mau secure contribusinya, design service di experiencenya designers.
- Bisa bantu pops utk.