| People Development & Processes |
| |
 An agile and changing business
can succeed only if its workforce is equally dynamic,
flexible and knowledgeable. It calls for continuous
learning environment– a workforce that is given every
opportunity to learn, grow and develop skills to drive
the Company towards achieving its business goals. |
| |
| Various programs are imparted
that constitutes latest emerging technologies and
management practices. We mix and match intensive
training with equal thrust on job skills and behavioral
development. Group therapies and seminars are organized
to encourage professional rapport and keep employee
morale running high. We realize the value that people
add to our organization and formulate policies that take
into consideration individual needs and benefits. |
| |
 At AVTEC learning is a continuous
activity and our associates have a plethora of learning
programs to choose from. We have devised programs for
all levels, be it fresh graduates or senior Executives.
All the learning programs are mapped to hone the
technical & soft skill competencies that would addresses
the learning needs at different proficiency levels. The
needs are addressed as per the requirements of business
and programs are designed and developed such that they
will make our employees deliver value-for-money to our
customers. |
| |
| Participation in structured
training programs, rotational assignments and
cross-functional mobility are encouraged to help
employees develop a wider perspective and gain expertise
in manifold functions |
| |
 The fully equipped Learning
Centre is housed in a gracious old-world structure,
surrounded by leafy trees, lawns, pathways and
flower-beds. It also manages a well-stocked library of
management books and journals.
Some of the key aspects are: |
| The
Induction program for Campus Recruits: |
| For a
smooth transition from Campus to the corporate world, an
induction program has been designed to help transform
the young graduate engineers into employees with global
mindset. |
| |
| We
select and groom some of the best young Graduates across
the functions, provide them opportunities for
professional growth, with an aim to use that pool of
talent as a group resource. |
| |
 The
participants are put through a rigorous 4 months of
institutional Training (A structured orientation
thorough classroom inputs and field visits) that has a
good mix of technical skills and soft skills followed by
2 months of On the Job Training in the Parent
Department. The institutional Training also includes of
a 7 day YEDP – “Young Engineers’ Development Program”
though IIM, Indore. This helps develop a macro view of
business & its processes that is critical in preparing
young professionals for general management. |
| |
|
Another facet of the module is the mentorship programme
for the Young Engineers. This has been initiated to
create a platform for personal and professional
development of these Engineers post placement.
Additionally, then they are taken through a development
plan, which lasts the next four years. |
| |
 The
entire program has been built around the trainees'
perspective of the Organisation’s current and future
challenges, and its drive to become a truly global organisation. The aim is to inculcate the Group's values
in probationers and nurture in them the ability to hold
senior positions within the organisation. |
| |
|
Continuous Learning Programs: |
| |
 Continuous Learning Program is a manifestation of our
commitment to the continuous growth and development of
our employees. Programs under this category arise out of
individual aspirations & requirements, project needs,
technology & business directions and their span across
Technologies, Domains, Processes and Soft-skills. . The
Learning Centre endeavors to make the training both
issue- and need-based by encouraging participants to
implement program inputs to actual situations.
Addressing this complete spectrum of inputs ensures a
fine balance between the long-term, medium-term and
short-term requirements of the organization. Employees
are also encouraged and expected to learn while at work
through the OJTs. |
| |
| One
of the strategic initiatives taken up by us is the
6-sigma training for our employees that is imparted in a
phased manner. Workshops are conducted periodically to
build up individual as well as team skills. |
