At Microland, we promote a culture of continuous and co-owned learning, where learning and development is owned primarily by the employee and supported by the manager or the organization.
ROLE-BASED "RIGHT START"
We equip each Microlander to perform his/ her job well. All new hires undergo a two-day induction, where they are given an overview of Microland, educated on our values and key processes. Colleagues in senior roles go through a five-day customized induction. We hire fresh graduates and diploma engineers every year, and they are groomed through a 12-24 week comprehensive program covering technology skills, soft skills and a unique campus-to-corporate capsule. Interaction with key business leaders is an essential component of the “Right Start” experience.
FOCUS ON FEED-FORWARD
At Microland, we believe that clear goals and continuous feed-forward are critical to high performance. New hires at Microland complete their goal-setting within 45 days of joining. Our online performance management system facilitates easy tracking of goals. Managers focus on coaching on the job and providing performance support to enable professional growth.
ROLE-BASED SKILLS ENABLEMENT
We have invested in a global eLearning platform, CBT Nuggets, that supports anytime anywhere video-based learning across technologies and processes. Hands-on practice labs is one of our key differentiators in the technology skills development space. Classroom trainings (250+ trainings in a year) are conducted to sharpen associates core skills. We focus on building process and operational excellence through certifications like ITIL, PMP, ISO etc. Function-specific interventions, ranging from team-building to account management are designed to build relevant functional capability.
LEADERSHIP & KEY TALENT DEVELOPMENT
Microland develops career-stage linked leadership skills at all levels. In partnership with IIM-Bangalore, we have created a development journey for Next-gen Global Managers and Leaders. We nurture key talent through custom development road maps, career track-specific internal and external trainings, management development programs, knowledge forums, coaching and mentoring. Self-awareness tools like 360-degree feedback are used to build an individual development plan for next generation leaders.