About the client:
- Industry: Infrastructure
- Location: Pan India
- Employees strength: 5000+
Client Situation: The enterprise wanted to develop a learning path for employees transitioning to Senior & Middle Management Cadre. The program’s objective was to expose these employees to required skill development and paradigm shift programs; provide opportunities for them to experiment their learning; evaluate them at every level before they move ahead in their career path, and prepare leadership pipeline to develop homegrown leaders and increase talent retention.
The solution offered: We interviewed the HR Head, Senior Leadership, L&D Head, and the target audience to understand the learning requirements, organisational demands, and the demands of the market. We also identified the skill blocks mapped in the competency framework and developed the following learning path flow:
- Class Room Training (CRT) program focused on bringing in a paradigm shift and develop skills in simulated environments
- Every CRT were followed by On-The-Job projects (OTJ) to ensure skill transfer of knowledge gained
- Participants were invited for project presentations within 40 days of attending workshops
- Evidenced Behaviour (EB) sheets were shared with respective manager and participants
- Managers used these EB sheets for pre and post-training assessment of the participants
- Participants presented their projects to a group consisting of their batch mates, their HODs/Managers, L&D Team, & SME Consultant
- After project presentations, participants underwent interviews/role plays to evaluate the proficiency level that they have gained through OTJ Projects
- Participants were certified on the modules, post-project evaluations
Outcome: We evaluated ROI by the end of the year and presented the report to the Learning & Development Team. The report objectively focused on the skills gained by the participants.
Client testimonial: “The program has been successful so far particularly due to the modular nature of the leadership development program interspersed with assignments; open review of assignments in the presence of Reporting Officers; 1-on-1 counselling with Prashna consultant in the presence of Reporting Officer; and sustainable long-term engagement with participants and their respective Reporting Officer.”
“The program has been effective in developing participants as ‘change agents’ to build desired organizational behaviours among their team members; and evolving participants as ‘catalysts’ to develop their team member’s cognitive capabilities and help their team members think bigger and better.” – Head Learning & Development
