Charting The Course For Capability Building

Godrej and Boyce were conferred with the title of the best employee orientation program in the L&D Strategy Award category on the 31st March 2021 at the BW HR L&D Excellence Summit and Awards.  

Godrej and Boyce’s organizational strategy focusses on having a predictable, profitable and sustainable growth that will bridge the Demand-Supply gap for critical positions and grow businesses in different markets and geographies. They hope to improve the speed and agility at leadership level roles to be accountable for delivering results and afford them to compete against International players.  

Honed over the years, the L&D strategy has evolved to being the strategic business partner through focused talent initiatives, driving the performance culture and building capabilities through professional and personal development, attracting and retaining a competent workforce, leading change management and leveraging technology for continued and self-paced learning.  

 The key initiatives that preceded the achievement of the L&D strategy include- capability building interventions focusing on holistic development in organizational, behavioural, leadership and functional areas like a robust onboarding process, leadership development through customised IDPs, customised content as per business challenges & outlook and job rotations to name a few. A structured Leadership and Talent Management Process is also said to have been instituted to retain talent and make the organisation future-ready from a succession planning perspective. And thirdly, through capability-building interventions for driving future readiness that leverage technology for ease, flexibility & reach, collaborate with business units to address future competencies like AI, ML, project management and automation and use digital communication tools such as MS teams, LMS for speed and agility.  

 These initiatives have helped the organization in realising a future readiness for capability building interventions and in attracting and retaining talent in terms of a structured orientation and induction programs across levels, organization-wide focus on Digital transformation, need-based curated e-learning modules and experience sharing sessions by industry experts through masterclasses on varied topics  

 Similarly, the program has helped to maximize employee performance through structured competency and capability development initiatives, develop a holistic leadership competency framework for the organisation and improve key competency indicators across the company including the capacity to deliver results and sharpen strategic thinking.  

A structured Leadership and Talent Management Process was also instituted as a result of the objective of retaining talent and making the organisation future-ready from a succession planning perspective. This amounted to 96% Talent retention across levels.  

 Godrej and Boyce state that the technology adaptions and eLearning modes have assisted them in the year FY 20-21 and have helped in the onboarding process for GLEAM, GLIDE and Lateral hiring with up to 428 recruits to date.