For us, development is a continuous process. We provide not just classroom training, but our learning extends also to experiential learning by way of special project assignments and through on-the-job trainings. Exposure to the latest technology though participation in cross functional teams including the technology suppliers and attending seminars and trade associations are regular part of our learning programs. Knowledge is also extended through e-learning platforms. We believe that as the organization grows, employees grow with it and thus the training and development need to change along with continuous update of skills. The dynamic nature of the markets requires our employee to constantly equip themselves with new skills and knowledge – the Company, thus, provides opportunities for constant upgradation of knowledge of our people.
With the growth of our product portfolio and increase in customer base across the globe, it has become imperative to create a talent pipeline of bright and young leaders. This ensures our growth plans are sustained through a continuous induction of well-groomed talent. Our Young Mind Career Development programs are designed to guide and support the most promising college graduates right from the start. Through our Leadership Trainee Scheme, Graduate Engineer Trainee Scheme and the Management Trainee Schemes we induct young minds who undergo a year-long well-planned and balanced training programme, where they not only exposed to the technical skills required for the future, but also exposed to various leadership training programmes and workshops. 360-degree development centers under the aegis of internationally renowned development agencies are tools we use to develop the leaders within.
Identification of leadership potential in the Company is done through our Role – Competency Continuum (RC2) model which defines what we expect from our leaders, providing a well-defined framework of the competencies which are vital to leading employees and ensuring business success in line with the corporate strategy and culture. Based on this framework, we identify high potential employees and undertake ‘fast track career growth’ for the HiPo.
Identification of leadership potential in the Company is done through our Role – Competency Continuum (RC2) model which defines what we expect from our leaders, providing a well-defined framework of the competencies which are vital to leading employees and ensuring business success in line with the corporate strategy and culture. Based on this framework, we identify high potential employees and undertake ‘fast track career growth’ for the HiPo.
We are an ‘Equal Opportunity” employer and we believe in a fair and transparent process of selection based on meritocracy and suitability to identify the “Right Candidate” as we reach out to the talent market of men and women. The gender ratio in our Company has been steadily increasing and we now have place for young lady engineers in our Company. We celebrate diversity at our workplace on International Women’s Day and Mothers’ Day by felicitating our women employees across locations.
UN Women & UNGC Women's Empowerment Principles - Signatory Declaration Women Empowerment Committee Women Empowerment - Community Development by GFL Women Empowerment Diversity Progress Report 2021-22