Mahindra & Mahindra
01 TALENT ACQUISITION
 The Group Management
Cadre (GMC)
 Global Recruits Programme
 Engineering Training
Programme
 Group Management Cadre
Summer Internship
Programme
 Mahindra War Room
02 TALENT DEVELOPMENT 03 CAREER PLANNING
70-20-10 approach
Group Level Programmes  Customized development
 Mahindra Institute of roadmaps enable employees
Quality(MIQ) to move from current role to
 Mahindra Universe target destination role
Programme  High Performance Bots are
Business Unit Programmes nurtured through Leadership
 Young CEO Programme Excellence Acceleration
 Leadership Development Program [LEAP]
 Chkaravyu  GMC allows them to switch
The Shadow Boards roles
 Mahindra & Mahindra
04 SUCCESSION PLANNING
Successors are mapped at
different levels:
 Emergency successor
 Ready now
 Ready in 1-2 years
 Ready in 2-5 years
 Ready in more than 5 years
Talent scorecard process
PERFORMANCE
05 MANAGEMENT
 Personal goal setting is done
twice a year
 While setting up
departmental goals, balanced
scorecard method used
 Level Of Performance (LOP)
and Measure Of Performance
(MOP) are decided at the
time of deciding KRAs
06 TALENT RETENTION
 Proactive retention strategy
 Weekly meetings with
departments to understand
employees’ expectations
 Employees provided with
laptops, mobile etc.
 24th December celebrated as
Annual Day
 Employee of the month and
Employee of the year awards
 Responsible for planning for the skills and  The main job of the Apex Talent Council is to review the
competencies to achieve the strategic business functioning of the subordinate Talent Councils
plans
 Regular meetings of the Sector/Functional Councils and the
 Creating and managing the succession pipeline for Apex Council
critical positions