How Personalised Learning & Digital Upskilling Are Taking Center Stage

Swadesh Behera, Chief People Officer, Titan Company, offers a deep dive into how businesses are tackling critical skills gaps, leveraging new technology and integrating sustainability into leadership development. These initiatives aim not only to build a competent and tech-savvy workforce but also to nurture leadership that can navigate the complexities of a global economy. In this conversation, we explore how modern learning tools, global exposure and hands-on experiences are creating a workforce ready to tackle the challenges of tomorrow.

Personalised learning is becoming a significant trend. How can companies utilise technology to offer customised learning experiences for its employees?

Technology has democratised learning. As learning styles vary across individuals, Titan ensures that its programmes cater to different preferences, enhancing engagement and effectiveness for all learners. We have transitioned from a structured, cohort-based learning model to a more individualized approach for key talent programmes, tailoring each learning journey to the career aspirations and development needs of the individual. 

Reaping the benefits of technology advancements, we leverage Learning Experience platforms (LXPs) integrating it with external platforms, Learning Management System (LMS) and customised bot called Sachiv. This helps us bring timely, focussed and bite-sized learning content enhancing engagement and effectiveness for all learners.

What are the primary skills gaps that you have identified in the recent times, and how can leaders bridge those?

The primary skill gap continues to be digital awareness and adoption. As we navigate the dynamic needs of the consumer, Titan continues to invest in programmes and projects where learning can translate into faster digital adoption.

With Titan’s ambition of getting into luxury segment, building a deep understanding of the key drivers of the luxury business and consumer insights is essential for success in this segment. To develop the organisation’s muscle, Immersion with best-in-class global organisations in luxury has been facilitated besides learning from experts.

People Leadership and role modelling is another crucial element to build capability. Titan delivers the promise by taking a bottom-up approach beginning from listening, eventually translating into a customised manager’s promise. With storytelling at its core, awareness and deep capability building is driven with sponsorship from leaders as an integral part of the business.

Sustainability and ethical leadership are critical in today’s business landscape. How can companies embed these themes into its L&D curriculum?

At Titan, we believe doing good elevates our purpose—and fuels our success. With this philosophy at the core, all our leadership development programmes have ESG themes embedded to create a culture of responsibility and sustainable leadership practices. Our leaders take part in immersions followed by project work on causes which matter to them and align with their individual passions. 

ESG is a major focus area for the organization. Supported by a dedicated ESG team, leaders and employees identify and implement projects aimed at significantly reducing water and carbon footprint. This hands-on approach fosters a deeper commitment to ESG values throughout the organization.

How can L&D strategy support global talent mobility, ensuring employees are equipped to work in different cultural and regulatory environments?

At Titan, we’re deeply committed to cultivating a global mind-set and strengthening our presence across international markets. This journey begins with our leaders, who are encouraged to step beyond borders—both geographical and cultural. Through overseas assignments and on-the-job learning, they gain invaluable first-hand experience, contributing directly to our growth and strengthening Titan's global footprint.

Our Bridge Project Marketplace is a unique initiative that connects leaders with internal modular project opportunities across different parts of the organisation. As a part of this tool, leaders can choose to take on assignments in various international locations as well and immerse themselves in diverse cultures, fostering a deep appreciation and understanding of our global audience.

In addition, every two years, we bring together our leaders at the Titan Leadership Conclave, alongside distinguished leaders from best-in-class organizations. Here, we dive into immersive sessions on themes that define our future. In a recent conclave, we explored the theme of building scale globally to cultivate a global mind-set.

Is continuous learning and upskilling the strategic response to layoffs in today's market?

With change in consumer behaviour and the variability across business landscape, organisations are necessitated to adapt to the needs of the market. Rather than hiring externally, which can be costly and time-consuming, organizations are increasingly focusing on developing internal talent to adapt to the changing demands.

At Titan, we have built a robust system to increase awareness of functions and roles across different parts of the organization. The Bridge Projects Marketplace connects Titan's internal talent with modular project opportunities, gig assignments and roles beyond their regular responsibilities fostering skill development and mobility within the company.

The marketplace is complemented by initiatives like Bridge Learning along with initiatives like In shoe conversations, masterclasses led by internal leaders under the umbrella of ‘Titan Career Vista’. This helps prepare applicants by offering them learning resources to build skills needed for various projects. Titan continues to evolve and invest in continuous learning to help retain experienced talent, boost employee morale, and build a workforce that can pivot to meet new challenges.