Tech Mahindra Talent Management Practices

These are the list of talent management practices the company following
1. Recruitment
The sources of recruitment they are focusing to attract best talent either from group or outside
the work are
 Internal Search, in which they identify and attract candidates to another position
within the same organization
 Employee referrals or recommendation, in which they use to find talented people by
asking their existing employees to recommend candidates from their existing
networks.
 External searches, in which they focus on searching for an outside hire.
 Alternative ways, they are also considering alternative or temporary ways of hiring
people for the job position with a view to saving cost incurred in recruiting process
and meet the short-term demand for increased work volume.
Recruitment Process
i. Identify vacancy – Resource manager identifies whether the post is still required when
vacancy arises, identifies number of posts to be filled, number of positions, duties abd
responsibilities to be performed and qualification and experience required for that.
ii. Prepare job description and person specification – here the manager prepares the job
description which contains the final statement of job analysis. Job description
provides the scope of job roles, responsibility and the positioning of the job in the
organization. So that this data gives the organization and employers a clear idea of
what an employee must do to meet the requirement of his job opportunities
iii. Advertising vacancy and managing response – this is to inform potential job
candidates about a new opening and attract them to apply.
iv. Initial shortlisting- the resource manager then does the initial shortlisting where he
identifies the candidates from the applicant pool who best meet the required and
desired criteria. They done this by reviewing of resumes and cover letters. This helps
the manager to filter the applicants for further selection process.
v. Conducting Interviews- The short-listed candidates now enter the next stage in the
process which is interview. As this is an era of new normal online lifestyle, they are
preferring video interview as most of the companies now going for. In this process
after resumes are screened, the candidates are contacted through video or a quick
telephonic interview without informing them by the hiring manager.
vi. Decision making – It is the key aspect of recruitment in which they can’t leave hiring
the ideal candidate down the chance.
Recruitment Procedure
The recruitment procedure followed by Tech Mahindra includes
 Online Aptitude Test
 Technical Interview
 GD+HR Interview
 2. Training
Training is another talent management practices followed by Tech Mahindra which is to
attract, recruit, induct and groom young talent for future leadership roles in the group.
Tech Mahindra focus on
Machine learning to address real time HR issues by delivering innovative solutions and
services. Their training program is called Elite training and learning program where the
employees actually enjoyed when they are in the training as per the reviews.
The Elite training is of two kinds Practical and Theory
In theory there will be presentation, group activity and assignments which you need to
present according to which they will assess you, there will be on spot Q and A and marks for
contributions and presentation skills.
In Practical it’s a crazy stuff most of the people will failed here,
a) Case Study: Trainer will provide you case study, teams will be divided and most of the
times its two or three people. Passing will be at 60 marks. It’s simple if you focus on basics
and what your trainer says to do. Otherwise, there will be a RED FLAG and people might
need to reappear.
Stream wise training were given to freshers. The duration of training would be 3-4 months.
Beyond all these there will be sessions on business communication and workplace etiquette
also provided to freshers. Periodic evaluations at the end of trainings and get awarded being a
topper in completing the test. They were also given appraisals and feedbacks for management
trainees. Also post trainings are provided to the employees like confirmed trainees to be
assigns to specific project as per business needs.
Training stages they go through includes
Induction training, where a form of introduction for new employees in order to enable them
to do their work in a new profession or job role within an organisation. A custom
eLearning solution to transform classroom-based training program to onboard the employees
effectively.
Distance training program also given to employees as well as the freshers.
Behavioural training where they use of a compelling corporate training strategy to impart the
most sought out professional skills.Behavioural Skills training involves a blend of skills
needed in interpersonal relationships, productive emotions, effective communications, and
engaging attitudes.
3. Development
 The other talent management practices followed by Tech Mahindra is Development
where they introduced Digital learning solutions like they have launched an AI-based
platform called “Upskilling as a service (UaaS).
 They have introduced Bodhivrikasha for the inhouse development centre to promote
business values.
 Tech Mahindra has the Global managers program the role of a global program
manager involves the coordination of teams to develop improvements for a company's
program.
 Customer centric corporation
 Leadership Development in which it is an official commitment to help top-tier
employees not only grow their skill sets but also help them find new roles within the
company to exercise these skills with a long-term influence