Best Practices In Cd

Best Practices Competency Development

Best Practices in organizations for CD/L&D

Best Practices

Values based Culture Building

2 Company Confidential

Career Development

Strengthening Training Focus

Values Based Culture Building  Measuring and mapping units in Organization to Organization's values (Microsoft) – Use of Psychometric testing tools (Intel/ Saturn) – Training programs based on imbibing and strengthening Orgvalues into individuals

 Measuring ROI-making CD a profit centre – ROI= (payback-investment)/(investment) (Mphasis) – Post Training evaluation is linked to

(TCS)

• Employee productivity factor • Customer Satisfaction Index

– Direct Measurement in terms of revenue is currently being applied for project based trainings only

3 Company Confidential

Career Development  Succession Planning (HP/IBM/Cisco) – Business strategy for year- identification of critical rolessuccession planning at graduated levels of tenure

 Talent Management – Talent mapping with the Internal Talent Pool (HCL) – Smaller cycles for Performance review and Linkage of Performance Management to Trainings (Xerox/ Motorola/HCL) – Forecasting talent requirement working in tandem with CD (Mphasis) – Job rotation and IJPs (Satyam) • Also as a measure training effectiveness

– Life cycle leadership development programs (Infosys)

 Developing Mentoring capability at all levels (GSK/Lucent/Apple) 4 Company Confidential

Strengthening Training Focus  External Certifications – Reimbursement policy (Wells Fargo /Deloitte)

 Internal Expertise – Separation of Trainer pool from Training coordinators (HP) – Internal Consultants for periodical Audit of the Function.(HP)

 Learning Initiative (HCL/ Infosys/ Cisco) – Mission 10X( grooming x no. of facilitators by y time) (HCL) – Blueknights: Focussed training given to a group for career paths

 Leadership index (middle /Sr. management) – 360 degree feedback for grooming leadership and TNI at senior managerial level (GE) – Annual assessment for defined Indices (HCL) – Leaders Teach Series: Knowledge sessions by leaders based on their experience/ expertise

5 Company Confidential

Strengthening Training Focus (a live example from HCL)  Training is based on 14 competency model – 8 days soft skills module for Campus hires – Training plan aligned to appraisals • Communication skills • Email etiquette

– Graduated levels of training: • Entry level- first time managers • FLAMES- based on MBTI parameters • Mid level • One minute manager workshop • Business Competencies • 6 months real time projects assigned • Senior Management programs – Leadership development with B schools

6 Company Confidential

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