People Development
At the core of RIL learning culture is a focus on client satisfaction, innovation and trust.
Our focus are structured to help employees of RIL develop the skills that are most in demand in the marketplace, giving our employees ---- and the company a competitive advantage.
But this isn’t random, nice-to-have self-improvement. These investments are supported by a methodology designed to move people along a development continuum, so that as demand declines for certain skills in yesterday’s business process, we focus and invest in the market-valued skills. RIL will need now and in the future.
Continual Learning
To enable ongoing development, to address an immediate need, or to prepare employees for another opportunity, RIL provides access to personalized development solutions and pushes personalized learning process.
Our new-employee programme sets the stage by providing employees with a learning continuum and action plan to help them gain the knowledge needed to understand our company and culture, navigate through the organization and develop strategies for success.
Leadership Development
In today’s matrixed global companies, an organization’s strategy and direction can be set by a handful of leaders. But for those strategies to be executed with speed and precision requires leadership at all levels and at all times- as people collaborate without regard to organizational or geographic boundaries, and traditional reporting structures are supplemented by ad hoc teams of individuals who come together “virtually” to create, innovate, build and deliver customer solutions.
In recent past, RIL has initiated major changes in the way we do business and the way our people make decisions. In fact, partly due to feedback from employees in various forums, we overhauled our performance management and incentive programmes to make managers more directly responsible for determining the performance ratings and rewards their employees earn. Additionally at RIL people managers are now being assessed on their leadership skills, not just as project or functional owners.
Role of the managers also initiated other changes in response to manager’s insights and requests, including the development of long term business strategy to help managers understand and translate strategy for their employees boosting managers’ productivity and people leadership capability.