Prestigia & Ideathons empower employees

Arun Nayyar, MD & CEO at NeoGrowth & Huma T, CHRO at Dvara KGFS, sketch the career planning & guidance initiatives taken by their organizations

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Ravi: What initiatives have been taken by your organization to refine career planning and guidance for employees?

Arun: At NeoGrowth, right from the talent acquisition stage, we try to create awareness to distinguish a career from a job and emphasize that joining NeoGrowth can help a candidate build career. From these initial interactions itself, we try to provide clarity to a candidate about the grade structure in the organization and what the career growth path would look like for a candidate.

We recognize that investing in our employees' growth and development is the key to collective success. During the employee's tenure with us, we empower them with the skills and knowledge required to perform their tasks with maximum efficiency. Some of our key initiatives are as below.

1. We have designed a corporate induction program, 'Prarambh', and a functional induction program, 'Gurukul'. We spend significant time giving clarity to a new joiner on the career path at NeoGrowth through the programs.

2. Through HR and L&D connections with employees, we offer training and awareness modules on career growth in various roles and departments, including the skills needed for effective progression. We have grade-wise programs such as the learning path for entry-level profiles and the leadership path for mid-level profiles.

3. We sponsor part-time MBAs for some of those who could not do it before joining us for any reason and now want to invest in themselves to make them more capable managers and leaders.

4. To create an in-house talent pipeline of future leaders, we have institutionalized Catapult Management Trainee Program.

Under the program, fresher tier 1/2 b-school graduates join us.

5. Annual appraisals and goal-setting discussions are crucial components of career growth discussions.