February 3, 2012

ENSURING GREAT WORKPLACE

EXPERIENCE – DEVELOPING PEOPLE

MANAGERS

American Express

Blue Box Development Platform: It aims at imparting leadership development, business fundamentals and functional skills. As part of the American Express leader’s development, each leader is coached about channels/vehicles that may be used to develop his/her team members based on their learning style as well as the best-fit.

Some of the major pillars, that are key to ensuring that the model works for all, follow:

- Each employee’s personal accountability towards self development

- Leaders are required to ensure that their direct reports have created an actionable development plan

- The organization provides multiple dimensions and resources to learn as well as learn from (more than 3000 online training solutions).

NIIT Ltd.

The NIIT Global Leadership Program was launched to build a leadership pipeline for roles that need to be filled in the years to come. Keeping this objective at the fore, a global leadership program was launched in 2008 to identify and develop the “leaders of tomorrow”, who might be groomed to take on Sr. Management positions in future. The program was conceptualized, designed, and executed in-house. The participants are developed on various management skills.

The key objectives of this program were to:

- Groom the next level of leadership for higher roles.

- Provide general management skills in line with the organization’s objectives.

- Recognize high performers by putting them through an “elite program.”

- Expose leaders to global best practices through interaction with academic and industry leaders

- Assess suitability of potential leaders for next roles within the organization.

Qualcomm

A unique feature of Qualcomm development initiatives is use of

“disruptive learning”, which is a philosophy around a series of programs

with external thought leaders and industry experts who expose employees

to different ideas, new ways of thinking and leading-edge innovation. This

series encourages employees to go beyond evolutionary work to

revolutionary work.

Eureka Forbes Limited

Eureka Forbes Limited formed its own ‘Academy of Learning’ for fulfilling the development needs of its people and shaping their latent talent in alignment with demands of the industry and trade.

Academy offered two basic courses towards ‘Self and Leadership Development’.

A distance-learning Management Diploma was specially designed by Narsee Monjee Institute of Management Studies (NMIMS) for customer sales specialists, group customer sales specialists, team leaders and group customer service specialists and service supervisors. While initially the diploma was aimed at the sales team only, now it has been extended to the service team to bring about increased customer orientation in the company. Secondly, a Leadership Self-Learning Program is for branch managers, divisional sales managers and area sales managers. This program covers a host of managerial and leadership skills and uses course material imported from abroad from Crisp Publications.

Mc Donald

Developing Store Managers:

1. Basic Shift Management [BSM]:It takes place at the Floor Manager 2/Trainee Manager level. BSM also deepens the candidates understanding of operational skills, standards and procedures.

2. Advanced Shift Management [ASM]: The ASM is intended for a new

manager who is transitioning into running the restaurant shifts. It develops the manager's ability to observe and gather facts, analyze information, and then act and communicate according to McDonald's policies and good business/people practices.

3. Effective Management Practices[EMP]: The EMP is an opportunity for Assistant Managers to gain knowledge of recognizing various real-world problems within the restaurant and the different approaches in analyzing and resolving them.

4. Restaurant Leadership Program [RLP]:It focuses on the skills and behaviors necessary to drive business results within a McDonald's restaurant environment. This includes a focus on leadership skills, team building, decision-making strategies, and problem solving.

Makemytrip

MMT has designed a Managerial Excellence Workshop-SUMMIT for all people leaders and managers across all functions at MMT. This 2-day intervention was followed by 4 face to face coaching sessions for the next 4 months. This program was designed in partnership with Manford - an industry leader in driving people and enterprise development, corporate breakthroughs and executive coaching domains.

This 2 day intervention which was customized to address our key people management priorities focused on:

–Enabling Managers to understand the dynamics of managing relationships with their teams and integrate Cross Functional Appreciation

–Fighting mediocrity in the workplace; thorough striving for excellence

–Capitalizing on the platform to build relationships and add value to enhance business

–Providing insight into the functional and dysfunctional styles for personal effectiveness. Gain understanding of factors influencing service management.

–Inspiring and motivating teams for the value they add to the organizational mandate of growth and development of its people.

–Understanding various conflict handling styles and gaining appreciation

InterGlobe

The company believes that communication is of great importance when dealing with people. Keeping this in mind it designed program on communication called Communication for Excellence. The program has been especially developed for leaders who need to perform at their very best in a highly demanding working environment. Participants learn how to unlock their own talents and potential, get sensitized to the communication styles of others thus enabling them to pioneer and maximize their performance.

This workshop was conducted by Yiftach Sagiv, a globally renowned management consultant with The How Company, Netherlands. This is an inspiring development intervention which leverages the best of experiential learning to weave a lasting learning experience.

Intuit Technologies

Intuit Technologies has Rotational Development Program and the Finance

Rotational Development Program which puts approximately 20 highly

qualified college graduates to the test in a 27-month training program,

exposing them to all parts of the Small Business Division and the finance

and operations organization. Associates develop their potential to be

future leaders and rotate across key business functions and locations to

gain a deep knowledge of the customers, products and internal processes.

Qualcomm

Emerging Leader Program (ELP): To prepare future front line leaders and build the leadership pipeline, Qualcomm offers ELP. It is designed specifically for individual contributors who have the potential and desire to be future leaders of the company, giving them an opportunity to demonstrate early leadership skills and expand roles within their functional area. This program takes participants through a dynamic blended learning experience over the span of 12 weeks and includes a 180-degree assessment (self and manager ratings), day and a half classroom session, four one- to two-hour virtual meetings, one-on-one sessions with their manager, learning partner meetings, online learning components, and learning community website