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Airtel Win With People FinalV.2
Airtel Win With People FinalV.2
People
Bharti Airtel Limited
Sustainability Reporting 2018-19
H67.5 Mn
a culture of innovation, Total spend on all trainings
2
Win with People
Under the ambit of human resource objectives, Airtel expedites the importance
of enabling its employees to grasp concepts, master skills and ultimately
blossom into future leaders. The digital platforms therefore ensure that the
employees progress dynamically to sustain their career growth.
Master of craft
177,070
us to effectively set future goals in the resilience and agility as focus areas. The
process. program provides insights on effective
Training hours learning for higher management levels
As a responsible and future-driven covering employees at managerial levels.
organization, Airtel has incorporated
digital initiatives that create an impact 3,000 39,140
throughout the lifecycle of the employee Training interventions
working with us. Training hours
3
Bharti Airtel Limited
Sustainability Reporting 2018-19
107,131
been successful in animating a culture Academies
that values learning. Movement of Learning Data to
Training hours
H21.6 Mn
Microsoft Business Intelligence
129,229
Training hours *Excluding mandatory trainings
4
Win with People
Leadership Development
At Airtel, the quest for maintaining organisational viability and effectiveness is never-ending. We believe that the right work culture
includes the values of not just learning but also leading by example. With programs under the pillar of leadership, guiding us forward
in our journey, we aim to engender a work culture which shall signal the genesis of future leaders and consequently a business that
will thrive on monumental success.
Airtel Leadership Academies The programs for the different levels Ascent 2.0
include:
With an objective to provide a common A passionate and lively team fosters
framework for all functions related to trust, collaboration and generates
leadership development, our leadership Emerging Leaders higher levels of efficiency. With an aim
training activities are held to aid us in Program (ELP) to groom to provide participants valuable insights
preparing and streamlining internal talent for First Time about team building and alignment, the
talent to push them forward for higher Manager Roles programs covered managers and sought
roles. to convey the formula for creating highly
engaged and energized teams.
For inducting middle management
individuals, meticulous procedures are
adopted in order to shortlist the best
Future Leaders Program
(FLP) to groom talent for
180
of the talents. As of now, 98 individuals People managers covered
mid-level roles
have been enlisted to undergo
development in order to step onto higher
Hire Right
roles.
With a view to focus on recruitment
For posts pertaining to top management, Advanced Leaders techniques that are to be used during
the formation of Executive Leadership Program (ALP) to groom the selection process, this program was
Program is currently underway at talent for Functional a one-day experiential program which
the Airtel Leadership Academy. This Head roles incorporated the utility of recruitment
program shall aim to groom future
tools and frameworks such as the ‘STAR
leaders featuring in select succession
model’, Competency based interviewing
pipelines.
and Behavioural Event Interviewing (BEI)
C-Suite Leadership
through role plays and group exercises.
~77% Program (XLP) to groom
talent for CEO roles
Succession rate – Middle and top
management
366
Managers covered
5
Bharti Airtel Limited
Sustainability Reporting 2018-19
At Airtel, we believe in providing employees with opportunities to grow and transform into leaders of tomorrow. We acknowledge the
fact that growth and succession are important differentiators that segregates the gifted from the ordinary. With an extraordinarily
talented workforce, we strive to create programs that aim at extracting and attracting top talent to strengthen our inventory of
potential synergists.
Young leaders program Benefit of the program: We acknowledge the need of ramping
up the career growth of employees who
The Young Leader Program is a It allows Airtel to enrich its human display potential to spearhead diverse
12-month structured program for capital and generate a pool of functions of work. We at Airtel incorporate
young recruits from premiere B-schools. talented employees who are ready succession strategies to build the pipeline
Established in 2001, the Program is to take up higher positions. No. of of prospective leaders, leveraged through
aimed at creating a pool of business recruits who moved to a higher level learning and development opportunities.
leaders for tomorrow, who are mentored post the training program: Under this, various contingencies are
under the direct ownership of Airtel covered like global stints, exposure across
94%
Management Board. The Young Leaders different functional positions and places,
Young Leaders (48 out of 51) moved
get an opportunity to interact with action learning projects and guidance
to the next level after one year
senior leaders and learn from them. and support from senior leadership.
program
The program exposes Young Leaders
to different aspects of the organization 82% Talent calibration exercise
through various stints like Functional Young Technical Leaders (61 out of
We seek to gauge the true potential
74) moved to the next level after one
Stint, Cross-Functional Stint, Global Stint and critical skill sets of our employees
year program
and Corporate Social Responsibility starting at the Vice President level and
functions. The program also facilitates higher above with a thorough assessment.
retention as the recruits receive To simplify the process of identifying
14 advanced training and advance talent, a Succession Docket/Dossier
No. of campuses visited under Young is prepared and maintained on a bi-
faster in their career.
Leader annual basis, which is a repository of
85% information related to the incumbents.
16 Retention rate at the end of 2 years
No. of campuses visited under Young for Young Leaders We believe in the power of oneness
Technical Leaders Program and togetherness. At Airtel, employee
Building leaders of tomorrow engagement remains one of the most
49
important aspects of our ‘Win With
Young Leaders (9 females) were recruited It is essential to analyse the
People’ strategy. We seek to inculcate an
in FY 2018-19 achievements and efficiency of the top
engaged and responsive workforce that
performers. At Airtel, we believe that the
78 right cognitive aptitude, attitude and
is committed, devoted and fiercely loyal
Young Technical Leaders (16 females) to Airtel.
behaviour makes an individual stand out.
were recruited in FY 2018-19
6
Win with People
4.2
employees' perceptions, expectations
and satisfaction level. Amber uses a
tenure based questionnaire which Employee Engagement Score for Male
ensures that at each lifecycle touchpoint, Employees
the employee gets questions asked
that are relevant to him. The feedback is
analysed by each tenure, hence, we can
3.9
deep dive into our employee feedback Employee Engagement Score for Female
Employees
We believe that digital innovation is The quest for walking the extra mile to gather information stops with HIVE. A one-stop-
relevant today and we try our best to shop solution, this information sharing app with an easy user interface is available to
combine new-age digital platforms all the employees at Airtel to enhance their knowledge.
into the ecosystem of our corporate
culture. Workplace by Facebook is one Employee Welfare
such tool which has transformed our
communication and collaboration process. We at Airtel consider the safety and Workplace Safety Policy
security of our employees to be one Health Safety
of our key priorities. With great power
What it is for Airtel Environment Policy
comes the responsibility to safeguard
it. With a view to protect and preserve Domestic Travel Safety and Security
More than 12,000 employees the welfare of our people, we have Policy
have an active Workplace developed and implemented policies Policy for Safety of Women
account. that strengthen our resolve to guarantee Health Insurance Policy
Messages from top leadership a protected and safe workplace.
HIV/AIDS Policy
are live streamed including
Our Health & Safety Policies Parental Leave Policy
quarterly chats between the
CEO and the Chief People Policy on Flexible Work Options
Arrangements concerning the safety
Officer. and security of our employees and Child care facilities
The tool encourages team their working environment are plenty.
participation and engagement
with the leadership by
We have set up stringent policies and
facilities which include:
15,933 hours
Employees underwent safety trainings in
facilitating two-way
FY 2018-19
communication.
The platform is available on the
desktop and as a mobile app
which enables connectivity and
communication on-the-go and
is complete with features such
as live video, groups and news
feed to enable the people to
stay connected.
The platform has helped
promote cross-cultural and
functional collaboration and
promoted a spirit of ‘One Airtel’.
7
Bharti Airtel Limited
Sustainability Reporting 2018-19
A Diversified Space
8
Win with People
Recognizing the interdependence We engage with partners through held to frequently discuss trends
between processes and partnerships, various touch points. Some of which and analysis, product innovation
we establish unique partnerships with include: and technology roadmap.
suppliers to explore superior technology,
develop innovative services and 1. Partner World: Airtel’s online 3. Airtel handles partner grievances
deliver improved customer services. portal that allows its supply chain through the Supply Chain Council
Our business strategy revolves professionals to share information, comprising of senior members of
around fostering mutually beneficial interact/collaborate, and ultimately the supply chain function and issues
relationships for a common sustainable form closer relationships with related to ethics and integrity are
goal and partnering with the best. In Bharti Airtel’s external supply base. handled as per the Ombudsman
order to boost the socio-economic It facilitates end to end partner process drafted in the Bharti Airtel
structure of the country, we encourage management. Code of Conduct.
sourcing from within the region’s
2. Annual partnership: Events that We believe that the growth of our
economy. Our partners pass through
provide opportunities for our pan business depends upon having a
a rigorous procedure to ensure their
India partners to interact with the sustainable supply chain and are taking
compliance with the highest standards,
top management of Bharti Airtel concerted efforts to foster an ethical
regulations and guidelines. Continuous
and enable us to communicate our and reliable supply chain. For our
online surveys with our partners help
vision, mission, performance and initiatives on sustainable supply chain
us identify areas that have a scope for
business plans. Apart from these, management, please click here.
improvement and take required action.
regular engagement meetings are