Business Case Studies, Executive Interviews, Anand Talwar on Talent Management

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Executive Interviews: Interview with Anand Talwar on Talent Management
February 2007 - 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.

  • 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.

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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.

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