HR VLZ, September 2014 Speaker: Mr. Uday Burra (Director People Strategy of Sapient)

1. New Era of Talent Development by
Democratizing Learning
UDAY BURRA
Director – People Strategy
Sapient Consulting Ltd

2. Traditional Approach
Talent Development is all about developing and guiding those star
employees who are able to contribute to the company’s success and
growth. Thus, the key to continued success lies not only in the ability to retain
these employees in the organization, but also in understanding,
managing and developing their talents in the best possible way

3. Poll 1
• What is your understanding about Talent?
Is it about creating Star Employees based on elimination or selection
criteria?
Is it about Better Understanding of Learning styles?
Finding the Best Possible Way – each individual is unique

4. Traditional Approach
Talent Development is all about developing and guiding those star
employees who are able to contribute to the company’s success and
growth. Thus, the key to continued success lies not only in the ability to retain
these employees in the organization, but also in understanding,
managing and developing their talents in the best possible way
 Star Employees – Elimination or Selection Criteria
 Understanding - Talent or Learning styles
 Best Possible Way – each individual is unique

5. • Talent equation is still unknown in leadership quadrant
• Business strategy is very dynamic
• How long term is long term

7. Poll 2
What is more important - Sense of
competition or Sense of
Achievement
• Sense of Competition
• Sense of Achievement

8. Talent Selection Vs Talent Identification
• Broad criteria on values, purpose and commitment
• Sense of competition Vs Sense of Achievement
• Engagement would be higher if feeling of “left out” is
removed

9. Engaging with 2020 Leaders
Traditionalis
ts
Baby
Boomers
Generation
X
Millenials
Style Formal Semiformal Not so serious,
irreverent
Eye-catching, fun
Content Detail Chunk it down, but
give me everything
Get to the point –
what do I need to
know?
If and when I need
it, I’ll find it online
Context Relevance to my
security
Relevance to the
bottom line and my
rewards
Relevance to what
matters to me
Relevance to now,
today, and my role
Attitude Accepting &
trusting of
authority &
hierarchy
Accept the “rules” Openly question
authority (often
branded as cynics
and skeptics)
OK with authority
that earns their
respect
Tactics Print, mail, f2f,
phone, some
online
Print , mail, f2f,
online tools &
resources
Online, some f2f,
games,
technological
interaction
Online, wired,
seamlessly
connected
Speed Attainable within
reasonable time
Available, handy Immediate, when I
need it
Five minutes ago
Frequency In digestible
amounts
As needed whenever constant

10. Poll 3
Training
Talent
Development
What is it?
Job of HR
For
Supervisors
Waste of
Time
Extra Work

11. Does this cross my mind when I think about development?
Extra work
Training
For others..
Waste of
time
For my
supervisor
Job of HR
$$$
Not for me…
Of no value

12. A new approach
to
development
Development is a PULL and not a PUSH

13. Self Discovery Coaching Career Counseling
Our promise
Provide you a development moment to discover your potential

15. Learning Marketplace – A way to democratize learning
• Why a Market Place?
– Leverage Pull vs. Push strategy
– Provide choices to people & generate demand – democratize learning
– Bring 70/20/20 into play on the ground in the business
– Create learning communities to foster faster development
• What should Market Place have?
– All internal learning programs & frameworks
– Select mandatory frameworks – Eg. New hire orientation, New
Manager or Leader assimilation programs, Code of Ethics, etc.
– Wide variety of external programs – bring world class learning
programs
• How can you fund Market Place?
– Pay & use concept
– No fat L&D budget
– Fund what makes sense, measure ROI as part of Talent Reviews

16. THANK YOU!!