TALENT ADVANTAGE RECRUITING CAPABILITY Given that we recruit and onboard large number of employees, it becomes imperative for us to provide the best in class development opportunities to our recruiting teams. This initiative was launched in 2010 when our recently hired recruitment team in India needed to be enabled with skills & knowledge, while on the job, to sustainably hire for an extended period of time a record number of people in an extremely competitive market. We ended the year, meeting the unprecedented Targets of hiring more than the headcount of the 2nd largest Accenture geography and approximately 2/3rd of the hiring targets of the firm, in one year. INDIA LEADERSHIP DEVELOPMENT PROGRAM (FOR TOP PERFORMERS WITHIN ACCENTURE INDIA) The goal of Accenture’s India Leadership Development Program is to: • Build Leadership Capabilities (by grounding our people in our Leadership Contribution areas) • Build Leadership Bench Strength (through succession planning and the identification / development of high potential leaders) This cross workforce program for Senior Managers (SMs) was launched in India in 2008 and already covered 200 participants. This 12 month leadership development program for Accenture’s top 30% SMs, is aligned with Accenture’s business, agile in responding to changing needs, impactful by providing measurable results and innovative, leveraging the latest technology and learning approaches. FY09 Leadership Survey scores reflected an increase of 3% in People Developer, 2% in Value Creator and 4% in Business operator across ILDP Participants. FY10 Promotion cycle – 79% of Fiscal FY10 Senior Executive promotes are ILDP alumni TOP TALENT PROGRAM1- FOR INDIA CORPORATE FUNCTIONS India was seen as a Strategic growth market with a hyper growth environment beginning in FY07 for Accenture. This placed significant expectations on corporate functions (i.e. HR/ Finance/ Facilities & Services) both in terms of enabling growth as well as in maintaining the consequences of that growth. This created several challenges as we looked at our Leadership Pipeline. One of the key challenges was to address the talent shortfall. Recognizing the issues in terms of quality and quantity of the supply of talent, there was a need to build a strong "middle layer" which was well positioned to grow and become the next generation of leaders, managers and team leaders—and to do so faster and better than our competitors This program has now run for over 3 years and met with huge success. It is a 9 month intervention and includes a Development Centre, series of competency workshops followed by an action learning project. The program closes with a Development Centre so that we can measure the capability building that participants have undergone over time.
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TALENT ADVANTAGE
RECRUITING CAPABILITY
Given that we recruit and onboard large number of employees, it becomes imperative for us to provide the best in
class development opportunities to our recruiting teams. This initiative was launched in 2010 when our recently
hired recruitment team in India needed to be enabled with skills & knowledge, while on the job, to sustainably hire
for an extended period of time a record number of people in an extremely competitive market.
We ended the year, meeting the unprecedented Targets of hiring more than the headcount of the 2nd largest
Accenture geography and approximately 2/3rd of the hiring targets of the firm, in one year.
INDIA LEADERSHIP DEVELOPMENT PROGRAM (FOR TOP PERFORMERS WITHIN ACCENTURE INDIA)
The goal of Accenture’s India Leadership Development Program is to:
• Build Leadership Capabilities (by grounding our people in our Leadership Contribution areas)
• Build Leadership Bench Strength (through succession planning and the identification / development of
high potential leaders)
This cross workforce program for Senior Managers (SMs) was launched in India in 2008 and already covered 200
participants. This 12 month leadership development program for Accenture’s top 30% SMs, is aligned with
Accenture’s business, agile in responding to changing needs, impactful by providing measurable results and
innovative, leveraging the latest technology and learning approaches.
FY09 Leadership Survey scores reflected an increase of 3% in People Developer, 2% in Value Creator and 4% in
Business operator across ILDP Participants. FY10 Promotion cycle – 79% of Fiscal FY10 Senior Executive promotes
are ILDP alumni
TOP TALENT PROGRAM1- FOR INDIA CORPORATE FUNCTIONS
India was seen as a Strategic growth market with a hyper growth environment beginning in FY07 for Accenture.
This placed significant expectations on corporate functions (i.e. HR/ Finance/ Facilities & Services) both in terms of
enabling growth as well as in maintaining the consequences of that growth. This created several challenges as we
looked at our Leadership Pipeline. One of the key challenges was to address the talent shortfall. Recognizing the
issues in terms of quality and quantity of the supply of talent, there was a need to build a strong "middle layer"
which was well positioned to grow and become the next generation of leaders, managers and team leaders—and
to do so faster and better than our competitors
This program has now run for over 3 years and met with huge success. It is a 9 month intervention and includes a
Development Centre, series of competency workshops followed by an action learning project. The program closes
with a Development Centre so that we can measure the capability building that participants have undergone over
time.
TOP TALENT PROGRAM 2- FOR INDIA BPO
BPO Top Talent, is an award winning Learning & Development initiative for the top contributors in the India BPO
entity. This program adopts a differentiated curricula and delivery methodology which taps into one of the key
motivators/drivers of every top performer – learning opportunities. Spread over 12 months, this program provides
a 360-degree learning approach where one stands to learn not just through classroom-based training programs
aligned to the key competencies, but also by working on projects that give them an insight into other domains and
verticals. Considering that participants are Gen Y (Millenials), a significant dose of learning also occurs through
peer-to-peer learning (better known as MicroBlogging) where they connect, contribute and collaborate with other
The Core Milestone is a program to integrate employees promoted into the next career level. The programs run
across our businesses and the Enterprise functions and are open to promotes as well as experienced employees
who join Accenture at this career level. The programs are designed to highlight the rising expectations from the
new career level, deepen understanding of the Accenture Business and increase their ability to navigate the
organization, among others.
Compared to market, Accenture has this unique global offering customized to meet the business and people developer expectations at the executive level. This offering provides required integration at these levels to succeed in their new roles and expectations
EMPLOYEE COUNSELLING - EMPLOYEE ASSISTANCE PROGRAM
Employee Assistance Program is an initiative that focuses on helping our people with professional and personal
issues. Accenture has teamed up with an external service provider (PPC Worldwide) and its highly qualified Post
Graduates in Clinical Psychology, Financial advisors and Legal experts to help employees-
Free for employees
Available to all employees 24/7
Available to our employee’s spouse/partner, and dependent parents & children, living in the same household
Provide support, advice and counselling - financial & legal
Improve the psychological health of employees.
By helping they resolve their individual, marital, family and job performance conflicts
By helping them develop coping skills and accept a greater degree of personal responsibility.