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Both employers and employees need to be more committed to fulfilling long-term development needs (View Comments)
Yasmin Taj
Posted On Wednesday, August 26, 2009 at 10:19:40 PM
Kalpana Sinha, Director, POC, MSIDC talks about the importance of talent and organisational development initiatives for an IT company
1) What are some of the common talent and organisational development initiatives adopted by IT companies? Do companies face any challenge in adopting these initiatives?
The requirement for talent and the initiatives needed to develop and retain them are very different for IT services companies as compared with product companies. Services firms hire in big numbers, and look for people with broad-based skill sets who can be groomed to manage large projects. The availability of India’s huge talent pool is a boon for services companies. However, services firms have to figure out how much time/energy and resources they need to invest to onboard the raw talent and eventually develop them to suit the company’s business needs.
Though product companies hire in much smaller numbers, it is difficult for them to get the right talent since they look for people with domain expertise and specialised/niche technical skill sets, which are rare to find in the existing raw talent base available in the market. Product companies have to build a strong employee value proposition which will appeal and attract potential candidates. Besides having to invest in on boarding and developing the talent, product companies also have to constantly think of providing new and innovative ways of engaging the cream of India’s talent that they hire, and give them the opportunity to grow and work on cutting edge technology.
2) What process do you follow to select employees for specific talent development programs?
In order to choose people for its various programs, POC looks for the following in MSIDC employees:
Ability: A combination of knowledge, skills and competencies the person uses to carry out his/ her day-to-day work.
Aspiration: Seeks and takes on roles that offer advancement, increasing influence, greater impact and/ or recognition.
Commitment: Willing to align with Microsoft needs, priorities and goals, and ready to invest time and energy in taking up assignments and programs that help him learn skills which are essential to move up the career ladder.
3) In the current economic downturn, how important are talent and organisational development initiatives for an IT company?
In uncertain economic times such as we are experiencing now, both employers and employees need to be more committed to fulfilling long-term development needs. While companies must adopt more innovative and effective approaches to talent development to be able to survive the downturn and position themselves for growth and high performance in the long run, employees have to invest in learning new skill sets which increase their worth in the company and make them valuable contributors to its performance and growth.
4) How do you deal with attrition?
MSIDC’s strong employee value proposition, the career growth opportunities it offers its employees and its special HR practices have helped keep attrition much below industry levels.
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