Faster track for the talented at US Technology
US Technology Resources, an IT company, has introduced a fast track career programme for nearly 150 employees promising a faster growth and better learning opportunities, a move that reflects how mid-sized companies attempt to retain talent in fac...
By NS Ramnath, TNN |
CHENNAI: US Technology Resources, an IT company, has introduced a fast track career programme for nearly 150 employees promising a faster growth and better learning opportunities, a move that reflects how mid-sized companies attempt to retain talent in face of competition from bigger brands.
The company took help from management guru Ram Charan – of whom Fortune magazine recently said 'the most influential consultant alive' - to help the management in this leadership initiative.
Mr Arun Subramony, VP global delivery, US Technology and among those who spearheaded the programme, said one of the key learning from the sessions they had with Ram Charan was 'to look beyond skills and focus on talent'. And then, to do something about it.
"While skill is about doing something competently - writing good software, for example - talent is about potential. Identifying it is perhaps more difficult, but the returns are high," Mr Subramony said.
Mr Arun Subramony, VP global delivery, US Technology and among those who spearheaded the programme, said one of the key learning from the sessions they had with Ram Charan was 'to look beyond skills and focus on talent'. And then, to do something about it.
"While skill is about doing something competently - writing good software, for example - talent is about potential. Identifying it is perhaps more difficult, but the returns are high," Mr Subramony said.
The company decided to identify stars with potential and put them on a fast lane.
Such initiatives are important at a time when the industry faces a talent crunch. Indian IT majors such as TCS, Infosys and Wipro as well as MNCs like IBM, Accenture and Cognizant are better placed to attract and retain talent thanks to their size, scope and brand.
They have also shown phenomenal appetite for people. Between June 2006 and June 2007, top five Indian IT companies increased their headcount by over 77,000 people to 3.23 lakh people. This is not including companies such as IBM, Accenture and Cognizant - all of which have announced substantial investments in India. The mid-sized companies find themselves having to offer something better and bigger to retain talent.
When US Technology announced the pilot programme for its healthcare practice, over 1500 employees responded. A panel then selected 1000 of them for an in-depth interview, and finally chose 145 for the fast track programme.
Those who were selected had an option to move to any department they wanted - in general management, or to specific functions such as HR, Finance, Operations, or as domain experts or in technology. These employees would undergo intensive training in various streams, and move up the hierarchy faster.
Such programmes could have serious implications for their peers and superiors, and might lead to resistance and resentment. US Technology circumvented this by first going in for management buy-in, and tying up a manager's progress with that of his or her team.
Such programmes could have serious implications for their peers and superiors, and might lead to resistance and resentment. US Technology circumvented this by first going in for management buy-in, and tying up a manager's progress with that of his or her team.
Mr Subramony said they also made the process very transparent that those who did not make to the final list knew why they didn't make it, which areas they lacked, and how they could make it the next time. "We have a skills portal - giving online training - at US Technologies. After the results were out, the registration went up by 500 per cent. That speaks of the positive effect the initiative had on others," he added.
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