Business Case Studies, Executive Interviews, Kalpana Jaishankar on Talent Management

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Executive Interviews: Interview with Kalpana Jaishankar on Talent Management
March 2007 - By Dr. Nagendra V Chowdary


Kalpana Jaishankar
Vice-President, Human Resources and People Development at Patni


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  • What is the annual appraisal system that the company follows?
    We have a role-based system. There are 170 roles in the company. Each role has a competency model. There are two sets of competency models, i.e., technical and behavioral. At the beginning of the year, the employee knows that they will be assessed on both these sets, namely: technical and behavioral.Towards the end of the appraisal cycle, appraisers conduct detailed feedback session for the employee. He/she shares strengths, areas of improvement, career movements.They also sign off on their Individual Development Plan (IDP)

    which enables competency enhancement through on-the-job training, training programs, projects/assignments or rotations. Appraisal system is very transparent, he/she not only has a say in ones own development plan but also knows the performance band that he/she falls in. Training departments draw up training calendars based on the IDP of employees.

  • Are there any programs/ in-house trainings in place for enhancing employee productivity?
    Foroveradecadenow,Patnihas laida lot of emphasis and made considerable investments inits training andemployee development initiatives. The training emphasis is driven by the dual intent of creating subject matter experts on one part and, bridging existing role-defined competency gaps on the other. Once the training needs are identified, they are reflected into the employee's IDP or the IndividualDevelopment Plan.

    PACE Patni Academy of Competency Enhancement is responsible for ensuring the training needs are met. PACE has over 45 trainers and provides technical, leadership and behavioral training. A brand ambassador "eDude" has also been created to communicate the learning initiatives.

    Patni offers its employees a platform to further their education with tieups with BITS Pilani for a 2-year and 4-year masters' program in software engineering; and an eMBA through IIM-K. Also, every new recruit goes through a 12-16 week rigorous program called "Patni Preparatory Program" in order to prepare them to enter the corporate world.

  • Is there a formal process in place to encourage intra-organizational/ lateral transfers of employees?
    The LEAP framework allows us to provide opportunities for professional growth to each employee.

    The framework is comprehensive in that it also has provisions for employees to switch tracks across departments and streams, subject to the employee's inclination and the organization's need. The model identifies six career tracks that an employee can adopt ranging from the technology to the sales. The aim of the LEAP framework is to help employees focus on their areas of expertise and build knowledge.

  • What is your working environment like? Do you have any processes in place to keep the employees involved with the company and boost their morale?
    At Patni, we have people-centric policies to identify and nurture our employees. The basis of ourHRpolicy is to groomour employees into leaders for accelerated personal and organizational growth. We believe in building an empowered organization where all individuals have the knowledge, skill, desire and opportunity to personally succeed in a way that leads to collective organizational success.

    Patni offers ample opportunities for professional growth and global exposure. In a recent survey, the top three reasons stated for Patni being an employer of choice were good career opportunities, job stability and security and opportunity to utilize one's skills. Patni employees enjoy a strong sense of accomplishment from their work. A recent survey indicated that 67% of Patni's employees felt that their ideas and opinions seemto count at the place ofwork.

    Also, there is strong feeling of team work and positive peer relationships in the organization. The senior executive team within Patni is also approachable and apart from regular informal interactions, employees have the opportunity to interactwith senior management.

    Patni also provides its employees an informal platform to get together throughClub Patni. The club organizes cultural events throughout the year.

    To summarize, it's our focus on training, innovative HR policies and stress on employee engagement that keep our employees ticking. We want each employee at Patni to be passionate about our values. And to be the best at whatever they do.

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