Introduction About Idea Ltd

7/30/2019 Introduction About Idea Ltd

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Idea was adjudged the Emerging Company of the Year by The Economic Times and the

Most Customer Responsive Company in the Telecom sector, in the year 2010. Brand Idea

has won many accolades for its innovative communication. The What an Idea, Sirji ads

have won four Effies from 2008-2010, making it one of the Buzziest brands in the country.

In 2011 Brand Idea moved to the No. 4 position amongst all service brands in the 'Most

Trusted Brands Survey' conducted byBrand Equity, anEconomic Times publication.

Idea's biggest campaigns"Break the Language Barrier" and "No ideaGet Idea" were

ranked globally as the best brand campaigns 2011 at MMA Global Awards and World

Communication Awards, London.

Idea won the advertising effectiveness awards with a Gold EFFIE for the "No ideaGet

Idea" campaign and a Silver for the" Language Barrier" campaign.

In radio, Idea won six awards at the Golden Mikes Awards 2011 and was adjudged the

Advertiser of the Year. Besides, Idea has also won a series of Digital Awards, the biggest

being the Yahoo Big Chair where it won Gold.


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Training and Development

1)Trainingrefers to a planned effort by a company to facilitate employees learning of job-

related competencies

2)Employee development refers to the steps taken within a company to encourage each

employee's professional and personal growth

TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that randomness

is reduced and learning or behavioral change takes place in structured format.

Development Assessment centre

DACs have been designed to support managers in assessing and developing their capabilities.

Over 1,200 managers across all management levels have participated in the DACs since

2003.

DACs have been designed to support managers in assessing and developing their

capabilities. Over 1,200 managers across all management levels have participated in the

DACs since 2003. Post-DAC, the developmental goal for an individual, in terms of priorities

for learning and development experiences to move to the next career stage, is captured

through the individual development plan (IDP). These are monitored on a real time basis fortracking implementation on the Peoplesoft platform.


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Individual Development Plan

An individual development plan, also named a IDP, is a document completed by individual

for the plan of self development over the next period, usually one year. This plan is then

reviewed and discussed by supervision to match the individual goals with company goals.

They also discuss various option and approach to achieve the plan. At the end of one year (or

other time period) this plan is reviewed to see how much goal is fulfilled and then what are

the new goals and plans for the next year.

Contents of the IDP can vary. Some employees focus on fixing weaknesses. Others focus onplaying to their strengths. Some focus on short-term goals and development, other on the

long-term. One key component to any good IDP is that the employee feels total ownership of

the content. It's generally regarded a bad practice to write "what the boss wants to hear".

The developmental goal for an individual, in terms of priorities for learning anddevelopment experiences to move to the next career stage, is captured through the

individual development plan (IDP).

These are monitored on a real time basis for tracking implementation on thePeopleSoft platform.

Talent reviews: A three-tier annual talent review process, held at the unit level,business level and Group level, ensures a focused approach to the implementation of

lDP.

Monthly Training Calendars

1) Strengthen the Training and Competency function2) Training Scheduled on monthly Basis


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Gyanodaya

Gyanodaya - The Aditya Birla Institute of

Management learning, established to strengthen the

management capabilities of our managers has

successfully managed to achieve more. Over the years,

Gyanodaya has evolved into a critical meeting point for

business leaders across the diverse businesses and

academia. This is the place which has helped incubate

several innovative ideas and practices for enhancing ourbusiness competitiveness.

Gyanodaya conducts more than 80 programs a year and to date. As many as

7,000 managers have successfully completed at least one Gyanodaya program -

and now see business ventures in a new light.

To provide quality programs we collaborate with some of the best learninginstitutions and experts across the world. Many luminaries, including

Prof. Das Narayandas of the Harvard Business School,

Prof. Venkat Ramaswamy from the Ross School of Business at the University

of Michigan and Mrs. Barbara Darling from the Hay Group have recently

shared their perspectives with our managers.


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E-360 degree instrumentPratibimb:

This is an online 360-degree feedback tool to heighten self awareness. Managers receive

feedback on group values, global leadership competency and career stage competency.

Launched in April 2006, Aditya Birla Group has more than 80 senior managers who have

enrolled in this process.

Anubhav

This captures the tacit learning of managers across various businesses of the Group. It is a

knowledge repository of over 600 cases documenting the success stories, as well as learning

from practical problems and issues from real-life experiences and their solutions by practising

managers of the group


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LEAD

(Leadership Program for the Experienced)

In January 2007, we launched LEAD (Leadership Program for the Experienced), an Aditya

Birla Group Leadership Program to groom exceptional individuals to be the future leaders of

the Aditya Birla Group.

LEAD is an intensive six - month, on - the - job training

programme.

Individuals with at least four years of pre or post MBA

experience are

eligible to apply for LEAD.

Program Structure

Rotational training for six months with 2 or 3 intensive assignments. Assignment matchesbased on business goals & the participants interests, strengths

and development needs.

Final review by senior management. Role change and/or movement within the group every 2 or 3 years


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LEAP-

(Leadership Associate Program)

LEAP is an intensive 1 - year,

on - the - job training programme. The focus of LEAP is to groom exceptional individuals for

leadership roles.

Individuals with 0 - 18 months of experience prior to MBA are eligible to apply for LEAP

Programme Structure

Rotational training for one year with 5 or 6 intensive assignments

Assignment matchesbased on business goals and the participants interests, strengths and

development requirements

The assignments expose participants to a variety of disciplines and business functions

within their area of specialisation. They are designed to deliver visible and measurable

results. They typically focus on Group processes, functional expertise, business

understanding, teamwork, initiative and communication

Mandatory international stint, sales stint, plant/unit stint and CSR stint

Mid - year and final review by senior management

Role change

and/or movement within the Group every 2 to 3 years
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