Best Practices of ACG

Talent Philosophy

ACG has always taken pride in its agile talent strategy which aims at striking the right balance between organizational and individual needs with specific focus on building leadership capabilities at every level. Our talent philosophy is also illustrated below.

Talent Identification:

We have put in place a robust talent identification process through our assessment centre process called LCAMP (Leadership Competency Alignment and Mapping Process). The LCAMPs are used in measuring the potential of associates in mid and senior management level going through promotions. This is also used for identifying our high potential high performing talent called Key Talent who would eventually be groomed to take up critical positions or key leadership positions within ACG.

The entire process is modelled around Richard Boyatzis’s model of intentional change. The process is also customized at a role level bringing contextual situations to life in the simulation process. This is followed by a detailed development dialogue with the participants helping create mutual understanding and self-awareness around where they stand.

Talent Development:

As mentioned above, we have different leadership development programs at each of the levels covering the above-mentioned talent segments starting from plant supervisors to the C-suite level. A brief glimpse of this is provided below –

Talent Strategy Enablers:

OTR (Organization Talent Review) The impact of all the talent initiatives is measured and tracked regularly through the Talent Management Index (TMI) which also form the KPI of all senior leaders thereby, creating shared accountability. This is discussed in our regular quarterly OTR process in which the CEO of each business unit along with senior business leaders walks us through the Talent Strategy for the year and the progress of Key and critical talent including crucial aspects of succession planning is closely reviewed. Further, the effectiveness of each manager in creating an ambient team climate is also tracked regularly through our employee engagement survey (Speak-Up).

People Process Index: Each manager or senior leader takes up a customized people process index as part of their KRAs. This index covers critical aspects of people processes like employee well-being index, promoting a culture of reliability, empowerment and inclusion, employee engagement and team capability building. This is customized with respect to the business nuances and function requirements.

Career Architecture (Talent Mobility): There is comprehensive framework for Global Talent Mobility that has been implemented at ACG. It enables creation of career pathways for every unique role and classifies the grade of risk, capability building, and experience required for each movement. The intent is to empower associates and managers to take ownership of their own and team’s careers and provide the required guidance in this aspect.