The rapid pace of technological change demands a new approach to talent development. For global technology consulting firms, future-proofing the workforce is essential for survival. Tech Mahindra, a digital transformation leader, embeds a continuous learning culture into its workplace DNA.
This strategic shift moves past old training models. It defines employee development as an ongoing, personalized, and integrated work experience. The goal is a “Fit for Future” workforce, ready to lead in the digital era.
Personalized Growth: Upskilling-as-a-Service (UaaS)
Tech Mahindra has abandoned universal classroom training. Their key innovation is Upskilling-as-a-Service (UaaS). This in-house, AI-powered system offers highly personalized learning to employees globally.
The platform ensures learning is on-demand and relevant. It uses data on an employee’s skills, role, and career goals.
- Hyper-Personalization: AI recommends specific modules, making content immediately relevant.
- Broad Access: UaaS offers content, assessments, and cloud labs from over 30 external partners.
- SKU Model: The Skill Knowledge Unit (SKU) model groups technical, functional, domain, and behavioural skills.
This personalized, accessible learning empowers associates to own their growth. It accelerates their shift into in-demand digital roles like 5G, Cloud, and AI.
Strategic Investment in Certifications and Tech
Targeted reskilling is vital for an organization focused on next-gen technologies (TechMNxt). Tech Mahindra heavily invests in building internal talent pools.
- AI and Quantum: Massive upskilling drives focus on future demand. Thousands of employees are being trained specifically in Artificial Intelligence (AI) skills.
- Full Stack Proficiency: Programs like the AI-Powered Full Stack Developer initiative ensure employees master end-to-end technical roles.
- Industry Certifications: Partnerships with groups like TM Forum are key. They aim to create one of the largest certified talent pools in the IT Services sector. This focus on certification strengthens their employer branding and adds direct business value.
Enhancing Experience: From Surveys to Real-Time Engagement
Tech Mahindra’s HR strategy, TechMHRNxt, uses technology to improve the employee experience. It centers on continuous feedback and engagement.
- Real-Time Feedback: Digital tools capture real-time engagement. The ‘moodometer’ system, with consent, uses AI to gauge organization-wide mood daily.
- Beyond Annual Reviews: This real-time data supplements traditional workplace surveys, like the annual MCARES survey. Leaders address concerns much faster than a once-a-year process allows.
- Cultural Gamification: Initiatives like ‘Rise with Dice’ use games to teach core cultural tenets. This reinforces the desired organizational culture in an engaging way.
Developing Leadership in the Digital World
Workforce transformation requires a change in leadership in workplaces. Tech Mahindra runs structured programs to develop leaders at all levels. They focus on shifting mindsets to be people-centric and digitally aware.
Flagship Programs:
- LEAP (Leadership Excellence Accelerated Program): Sharpens business acumen and leadership presence. Focuses on Business Impact, Being Future-ready, People Impact, and Social Impact.
- FLEx (Future Leader Experience): Nurtures internal leaders, balancing functional expertise with people-centric values.
- Manager as a Coach (MaaC): This program empowers people managers. It equips them to give balanced feedback, address biases, and lead difficult talks.
By making learning pervasive and purpose-driven, Tech Mahindra manages a dynamic talent ecosystem. Their approach is a strong case study in how enterprises can strategically invest in people.
This allows them to not just navigate disruption, but to lead through it, reinforcing their long-term success and employer branding.
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.
