Global organizations need a constant flow of strong, forward-thinking managers. For tech giants like Infosys and Wipro, fast-paced market demands and digital shifts make internal leadership crucial.
They invest heavily to turn high-potential staff into “future-ready managers.” A strong organizational culture of learning and internal growth boosts employer branding and retention. This is about building internal Leadership in workplaces.
Identifying Potential Early and Strategically
Both Infosys and Wipro use systematic methods to find talent. They look for leadership signs early, regardless of seniority, within an employee’s initial experience.
Infosys: The Tiered Approach
Infosys uses a tiered leadership model linked to its Leadership Institute.
- Behavioral Focus: Models emphasize key leadership qualities. This focuses on adaptive leadership, relationship building, and critical decision-making.
- Structured Tracking: High-potential employees across all departments are identified. They are placed onto specific, pre-defined leadership tracks.
- Live Challenges: Identified leaders receive challenging, real-world projects. Evaluation covers project results, mentorship, and team inspiration.
Wipro: The Global Pipeline Focus
Wipro focuses on developing diverse, globally-aware individuals for business growth.
- Global Programs: The “Global 100 Leadership Program” is a key initiative. It’s an intensive, multi-month program for new graduates. It provides multi-industry and hands-on business unit exposure.
- Managerial Academies: Initiatives like the “Delivery Manager Academy” are used. They specifically build the skills of middle managers. The focus is on executing large-scale projects efficiently.
Continuous Learning and Certification
A true leadership system requires ongoing education, not just one-off training. Both companies use internal digital platforms to promote continuous learning.
Infosys: Digital Reskilling and Skill Tags
Infosys’s digital learning platform, Lex, is central to training.
- Future Readiness: A core philosophy is to keep employees ahead of the digital skill curve. This includes training in AI, Cloud, and automation.
- Skill Tags: Employees reskill to earn an internal certification called a ‘skill tag’. This recognizes expertise in emerging technologies. Tagged employees gain visibility and priority for new projects.
- Career Bridge: Programs like the “Bridge Program” offer training and internships. They prepare staff to switch to new fields, such as consulting.
Wipro: Unified Competency and Future Ready Programs
Wipro focuses on structured competency roadmaps and strategic upskilling.
- Unified Competency Framework (UCF): Wipro has certified thousands of employees through the UCF. It covers five skills: Technical, Domain, Functional, Quality, and Behavioral. This ensures managers meet a consistent standard.
- Future Ready Program: This was launched to build expertise in the latest digital technologies. Wipro partners with global firms like Google and AWS for specialized training.
- Holistic Development: Learning combines on-the-job tasks, self-paced modules, and specialized summits. These cover business fundamentals and crucial interpersonal skills.
Mentorship and Practical Exposure for Impact
Effective Leadership in workplace needs practical guidance and application. Infosys and Wipro use mentorship and job rotation for deeper leadership development.
- Rotational Exposure: Wipro’s Global 100 participants complete multiple placements. This happens across functions like Sales and Digital. It often involves international experience. This builds managers who understand the entire business.
- Executive Mentorship: Senior leaders actively coach high-potential employees. Mentorship focuses on strategy, complex decisions, and navigating corporate challenges. This reinforces core values.
- Intrapreneurship: Both firms encourage internal innovation. Infosys gives engineers “innovation hours” to prototype new ideas. Managers practice leading new ventures and revenue streams. Wipro pilots solutions internally first, using staff as the initial test market.
The Role of Workplace Surveys
The companies rely on continuous feedback to keep programs relevant.
- Workplace surveys and skills assessments are done regularly. This data helps HR teams align individual needs with evolving business demands. The feedback loop maintains the high-quality experience of the talent development process.
Conclusion
How Infosys and Wipro Develop Future-Ready Managers is a strategic HR blueprint. They combine analytical talent ID with strong digital certification, global experience, and a mentorship culture.
This creates resilient internal pipelines. This strategy secures their own Leadership in workplaces and boosts their employer branding in the competitive technology sector.
Disclaimer: This article is for informational purposes only. While efforts are made to ensure accuracy, readers should verify information and seek professional advice as needed.
