Training and Development
Learning
Learning and development are two extremely important dimensions to employee growth and development at the Aricent Group. Over the last few years, we have made substantial investments in bringing quality learning and development across the organization. A key success factor for our future business growth will be the holistic approach that we take to develop our talent at all levels, training people to possess both a heightened customer understanding and enhanced soft, social, and cross-global skills.
Nalanda – The Aricent Group’s dedicated technical training school
The technical education wing of learning and development produces technical experts for Aricent businesses worldwide. The primary objective of the academy is to train and hone the skill sets of new “just-out-of-college” software engineers and make them ready for live projects. The L&D Center also imparts trainings to enhance and upgrade the skills of experienced employees, at all levels, through role-based trainings and project-specific technical trainings.
Prism – New Engineering Graduates Induction Program
Prism is a specially designed technical and behavioral induction program for new engineering graduates and recruits. Prism was developed by Nalanda, the Aricent Group technical training school, and is based on the techno-behavioral leadership framework (TLF) of the company.
Spread over nine to thirteen weeks, the program is designed to develop basic proficiency in software programming in the context of the software development life cycle (SDLC). The course transforms a person who can write codes, to a software engineer who can work on clients’ projects.
Prism employs a multitude of proven training methodologies to build hands-on skill sets and expertise in the following areas.
- Programming languages
- Data structures and algorithms
- Operating systems and computer architecture
- Computer networks
- Software engineering
- Programming tools
- Key behavioral competencies
As the name suggests, Prism takes students from a wide spectrum of disciplines (from pure computer science to non-computer/IT disciplines like civil or mechanical engineering) and converts them into software engineers. Prism is designed to complement formal, instructor-led training by providing a learning environment that encourages individuals to explore, share, and work collectively.
Aricent Leadership Development Institute
Aricent Leadership Development Institute (ALDI) is the umbrella brand for all non-technical trainings at the Aricent Group. It has two categories:
- Professional Competence - It is important for all employees at the Aricent Group to be evolved in soft, social, and multi-cultural skills to be able to work with customers and colleagues located globally. The Professional Competence wing helps the Aricent Group employees to continuously improve and develop business and soft skills.
- Leadership Excellence - Leadership development is critical to the Aricent Group's current and future business success and growth. The Aricent Group has a vested interest in developing our leaders to have a full-blown view of the process of business engagement in the company, including marketing, sales, and business development. Most importantly, we help our leaders manage people who ultimately deliver our products and services to our customers. The Leadership Excellence wing develops our leaders as well-rounded functional and enterprise managers.
IJPP - Internal Job Posting Program
IJPP is an internal hiring program designed to provide employees the flexibility to choose their areas of interest and switch jobs within the organization. The process results in a new job profile for the applicant.
IJPP posts internal job opportunities, and is designed to serve the following purposes:
Provide employees an opportunity to:
- Get more freedom to choose their areas of interest
- Have more control to chart their own career, thereby increasing their motivation levels
Provide managers an opportunity to:
- Select a suitable person for the role they want within the organization
- Rotate their human resources to maintain / increase productivity levels
- Build successors for the positions or roles where the incumbent is expected to move to a new role
Enable the management to
- Improve employee motivation
- Provide an efficient, user-friendly process that reduces internal hiring time