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Executive Interviews: Interview with Anand Talwar on Talent Management
February 2007
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By Dr. Nagendra V Chowdary
Anand Talwar ITC Infotech's Global Head of Talent Management. 
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Are there any specific processes
kept in place at ITC Infotech to spot
the talent for the higher order needs
(leadership potential)?
At ITC Infotech, consistent
performers are identified for higher
growth. The appraisal systemhelps in
identifying leadership potential
among employees. A part of the appraisal is dedicated to
a personal development plan, where
employees list down their own
training and capability building
needs, to enhance their career
aspirations. This moulds and trains
employee for greater responsibilities
and ensures that employees are able to realize their maximum potential in
terms of professional and personal
growth.
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Any coaching/mentoring for the
identified talent to prepare them for
more demanding and responsible
positions?
ITC Infotech has developed a Career
Mentoring Framework, where
superiors are available to proteges for
guidance and counsel. In addition,
identified talents are personally
mentored by senior management
team coupled with planned
developmental interventions. Our mentoring program has greatly
benefited proteges, mentors and also
the organization. We have witnessed
improved self confidence, increased
motivation and raised aspirations
among employees. This program also
provides a platform for development
of interpersonal and communication
skills and fosters a sense of shared
learning. -
Howdo you prepare your first-level
and second-level managers for
leadership positions? Do you have a
"talent pool" where you can draw
from?
We have a comprehensive grooming
session to prepare employees for
management positions. We also
provide foundation level technology
learning and other in-depth
exposure in specific technology
areas. This is a systematic approach
for a trainee's graduation from
campus to corporate life. There are organizational processes of
cross skilling, multi-skilling and
internal capability building so that the
internal talent pool is continuously
regenerated and is ready for future
requirements. We also draw upon
resources from our parent company
ITC, which serves as a ready pool of
lateral talent, who come with a
practitioner's perspective in industry
domains like consumer goods, retail,
manufacturing, hospitality etc. -
Have any specific steps been taken
to retain the best talent? Do you
conduct any exit Interviews when
employees quit?
We constantly endeavor to make ITC
Infotech a place where people grow
with the organization. We try to
ensure that an employee's career path
is in sync with his career aspirations. A detailed exit Interview is
conducted. This is undertaken to
increase our understanding of issues
which could have been addressed,
and also provide an assessment of the
TalentManagement initiatives.
1.
Talent Management Case Study
2. ICMR
Case Collection
3.
Case Study Volumes
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The Interview was conducted by Dr. Nagendra V Chowdary, Consulting Editor, Effective
Executive and Dean, IBSCDC, Hyderabad. This Interview was originally published in Effective Executive, IUP, February 2007. Copyright © February 2007, IBSCDC
No part of this publication may be copied, reproduced or distributed, stored in a retrieval
system, used in a spreadsheet, or transmitted in any form or medium electronic,
mechanical, photocopying, recording, or otherwise without the permission of IBSCDC. |
