Best Practices

Competency Development
Best Practices in organizations for CD/L&D

Best Practices

Values based Career Development Strengthening

Culture Building Training Focus

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Company Confidential
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 Org-
values 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

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Company Confidential
Career Development

 Succession Planning (HP/IBM/Cisco)

– Business strategy for year- identification of critical roles-
succession 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)

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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

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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

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Company Confidential
Thank you

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