LEARNING & GROWTH
All Organizational development, Talent Management and Learning & Development initiatives at MARG are launched under the umbrella brand CLAP (Complete Leadership Achievement Program).
| These initiatives are as under: |
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Uniquely grooming the New Joinees
BASICS is a 4 days induction program for new joiners at MARG. It aims at initiating all new employees to the culture and values of MARG. All employees are sensitized about the various businesses of MARG and visits to all project sites are an integral part of this program. BASICS culminates with the KRA setting for new joinees and are able to provide them with full role clarity as also all important information about the organisation.
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(The Force Multiplier) MIDP is a first of its kind initiative to develop intrapreneurs in the Infrastructure domain. MIDP is a brainchild of MARG CMD, GRK Reddy. This is a 12 months program applicable to the top performers at MARG. |
The program is broken into 4 phases:
- Phase 1 blends a scientific approach to identifying and counseling employees with a natural flair for entrepreneurship
- In Phase 2, the employees undergo a one week customized workshop with Entrepreneurship Development Institute (EDI), Ahmedabad
- Phase 3 is about initiating the employees to prepare their Intrapreneurship Plan and are mentored by Senior Management of MARG. (Regular mentoring workshops for senior management dwelling on the perspectives and practices of mentoring along with simulated mentoring practices, are organized for this purpose
- Phase 4: Fine tuning individual plans through a MDP at IIM (Ahmedabad) and final presentation of their business plans. Post this, all successful employees will be provided with resources to initiate their business ideas at MARG
Workshops like the one with Robert Swan, OBE was organized for employees cutting across levels.
Notably, Robert Swan is a polar explorer, environmental leader and the first man ever to walk to both the North and South poles. He is an exceptionally gifted communicator and is regarded as one of the world’s top motivational speakers. Robert speaks all over the world on leadership, teamwork and inspiration. He compares his icy experiences to boardroom maneuvers and his inspirational addresses have received the acclaim of discerning audiences worldwide.
During the workshop, Robert brought in unique insights and lessons gained from his polar experience to the workshop and addressed on issues of Leadership, Team work, motivation, role clarity, building trust , listening to your subordinates, planning & directing, process & systems and managing change.
The performance oriented culture at MARG has resulted in a robust but employee friendly, transparent & merit oriented bi-annual Performance Management System.
PMS at MARG begins with the basics like identifying key performance areas, assessing key performance, avoiding bias, giving constructive feedback , identifying and addressing poor performance and then zeroes down upon high performers not just in terms of functional /domain expertise but also on personality parameters.
In order to have a ‘pipeline leadership’ ever ready to take charge, a couple of breakthrough leadership development parameters are an integral part of PMA at MARG:
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(Identifying & Rewarding high achievers of MARG)
A programme that seeks to identify and reward a high potential and high achieving employee, by putting him on a fast track pedestal with a defined career progression roadmap. Employees who are identified as role models by their peers, subordinates, vendors, customers, supervisors and cross functional supervisors are eligible for this.
(Identifying & rewarding significant contributors of MARG)
Employees who are identified as highly resourceful, dependable, consistent and solid and are seen to be pillars of the organization are eligible for the Top 100 benefits.
