Company: AT&T, Dallas, TX
Company Division/Group: FleishmanHillard
Company Description: AT&T Inc. is a premier communications holding company, one of the most honored in the world. Its powerful array of network resources includes the nation’s largest 4G network. AT&T is a leading provider of wireless, Wi- Fi, high speed Internet and voice-based services. AT&T employs more than 250,000 people worldwide, including all 50 U.S. states. Find more information at att.com.
Nomination Category: Human Resources Categories
Nomination Sub Category: Human Resources Department of the Year

Nomination Title: To transform business, AT&T takes training beyond the norm

Tell the story about what this nominated organization/department has achieved since January 1, 2014 (up to 650 words). Focus on specific accomplishments, and relate these accomplishments to past performance or industry norms.

Challenge

As AT&T undergoes one of the most significant transformations in its history -- moving to a high-speed, mobile and video-centric network by 2020 – it must also significantly transform its workforce.

But what we discovered is that we could rely solely on neither hiring nor traditional education to make this transformation happen. (That’s important as HR fills about 60,000 positions annually.) We recognized three key issues:

1. The problem is larger than AT&T. Our workforce needs a different skillset with more science, technology, engineering and mathematics (STEM) to effectively perform and compete within our evolving business.
2. Traditional education and business models are ripe for disruption. We can turn that to our advantage.
3. Trade schools that focus on the “software economy” are needed. We can leverage those opportunities to help ourselves and beyond.

To successfully move to a high-speed, mobile and video-centric network, we have to achieve a skills pivot that moves our workforce from hardware to software, from wireline to wireless and from data reporters to data scientists. We intend for every employee (including the country’s largest full-time union workforce) to play a vital role in this effort and understand what that is and why it matters.

The solution

What we realized is that we could build our own solution to promote STEM skills. We designed a solution that tackles learning on multiple fronts while also complementing career-oriented tools, transparency and our existing training structure.

myCareer Profile

This Web-based tool is like an internal LinkedIn account. It lets employees showcase their job history and skill sets including experience, education and certifications.

Career Intelligence

Career Intelligence portal, launched in 2014, helps employees understand which management jobs are “hot” and where they are located, the potential for that position within the company (grow, decline or plateau), what skills the jobs require and how they can close any learning gaps.
New Training for Skills Pivot
Multiple training options launched during 2014.
- Foundational: Technology Transformation Series
- These basic knowledge modules explain the new technologies that are changing our business.
- Big data, application program interfaces (APIs), LTE (a wireless communication standard), and video are a few examples.
Result: 300,000 course completions and 26,000 certifications earned to date
- Intermediate: Internal Technology Certifications in high demand areas:
- Agile Program and Project Management, Computer Science, Cyber Security, Data Science, Networking and Software Defined Networks
- The courses take from two to six months to complete.

Results: 240,000 course completions and 23,000 certifications earned to date

- Specialized: Teamed with Udacity to create specialized Nanodegree credentials
- These short-term online training programs provide valuable technology training on a fast-track for entry-level software jobs. They offer focused training on specific jobs including: front-end Web developer, data analyst, full stack Web developer, iOS developer, and introduction to programming.
- This educational option is open to others – not just AT&T.
- Students complete five projects during a four- to nine-month period.
- AT&T management participants receive full reimbursement of $200/month.

Results: More than 4,000 enrolled; more than 400 were from AT&T

- Advanced: Collaborated with Georgia Tech and Udacity
- Created the first-ever Massive Open Online Course (MOOC) platform-based Masters of Computer Science. A collaboration with Georgia Tech and Udacity makes it possible to earn
this degree from a nationally-recognized program at a dramatically reduced price ($6,600 versus $42,000) – without ever entering a classroom. This program serves as both a training ground and talent pipeline for AT&T.
- Leverages high speed connectivity, cloud, and MOOC format while providing the same coursework, rigor as a traditional Georgia Tech degree
- AT&T pays tuition for its employees
- The program allows students to learn at their own pace
- Ranked the No. 1 online computer science degree program
Results: Total unique enrollments since Spring 2014: 2,673; AT&T: 289.

Collectively, these programs have seen more than 1 million total enrollments during the first year.

In bullet-list form, briefly summarize up to ten (10) accomplishments of the nominated department since the beginning of 2014 (up to 150 words).

1. Implemented a multifaceted training program as part of massive skills pivot to prepare AT&T employees for the company’s transformation to a high-speed, mobile and video-centric network by 2020.
2. Collaborated with both traditional (Georgia Tech) and nontraditional (Udacity) educational institutions to create and launch the first-ever online master’s degree program in computer science and offer tech-focused Nanodegree credentials. These programs both reskill our workforce and help fill our talent pipeline with STEM-skilled candidates while helping other companies do the same. This offers the potential to dramatically increase the skills of AT&T employees and to foster innovation and competition throughout the industry.
3. Achieved more than 1 million total enrollments in these programs during the first year.
4. Took a holistic approach to career development by integrating tools, transparency and training to offer our employees greater opportunities.
5. Provided 15 million hours of ongoing, award-winning foundational training programs.