GlobalLogic, a Hitachi Group Company, is one of the leading players in digital product engineering. Founded in the year 2000, GlobalLogic is headquartered in Silicon Valley. The company has design studios and engineering centers operate around the world, extending their expertise to customers across numerous industries. By using human-centered design practices, engineering skills, and agile delivery — the company claims to help customers re-imagine their business, consumer interactions, and develop innovative products and services. GlobalLogic has 13,000-plus employees in India. Globally, the company’s manpower is around 27,000. In an interview, Amy Hanlon-Rodemich, chief people officer, GlobalLogic, talks about the company’s HR policies, how it tackles attrition and more.
Q. What have been the company’s initiatives towards nurturing new talent?
Today, Digital Engineers are the most in demand IT professionals who are shaping the future of business and technology across all industries. A lot of them come in qualified but there is a need for getting them to acclimate themselves to the real working world. In addition to the regular programs that we run across our academies at GlobalLogic, we have launched a new and unique career accelerator program that enables early-career engineers to rapidly acquire the skills and the certification to become a ‘job-ready’ Digital Engineer. The pedagogy consists of a curated training program, an internship with real GlobalLogic clients, and an opportunity to transition to customer projects at GlobalLogic.
As a leader in Digital Engineering, we come with over two decades of experience with an outstanding and prominent set of clients. We consolidate this experience at GlobalLogic to help budding talent scale the next stage in their career in a span of a few months. At a larger level, about 58 per cent of GlobalLogic employees are undergoing learning and upskilling which underlines our focus on talent development.
Q. Attrition rates have been abnormally high, what initiatives have been taken towards retaining talent?
As digital transformation has moved from just a priority to an existential need, the market needs to employ talent that can service the increasing demand of companies that need to stay ahead of the digital curve and thrive in a new world order. This gives rise to the need for young, agile, and creative talent in a people-driven and tech-enabled world of work. Thus, as we see talent wars grow in an ecosystem hungry for skilled workers, it becomes important to take cognisance of these shifting trends and take action towards the retention of our own people. This is because of an imbalance between the talent that is required and the talent that exists. The demand for talent with digital skill sets is always high, while the desired qualified talents or candidates are low, which has given a rise to the talent war that the industry across the world is witnessing.
At GlobalLogic, we believe in building careers over jobs and that if we provide people with a reasonable employee value proposition, we will be able to ensure that they not only thrive but grow with us. We are not about hiring the right people and training them well, but about creating a place where they can learn and grow. We’ve seen first hand how a good job can be a stepping stone to something better—and we’re not just talking about a paycheck. We want our people to be able to take their skills and apply them wherever they are needed, whether that means finding new ways to use their knowledge or helping others do the same. We continue to build initiatives through inclusive decision making in the organization, we empower our employees to participate in developing policies suited to them, and also drive efforts on career development, rotational opportunities, and even global opportunities. This does not discount offering attractive compensation and benefits in addition to building a great place to work and grow.
Q. What are the interesting perks/benefits that are being offered by the company?
We take pride in the culture we foster, and our employees benefit from our ‘Humans and People First’ culture, which nurtures diversity and inclusion and transforms their growth journey. GlobalLogic is committed to defining success criteria for every employee through the integration of learning and development with a dual focus on roles that are horizontal and vertical as well as leadership development for inclusive growth and succession planning. Over 70% of leadership at GlobalLogic comes from within the company ecosystem, as we invest in the development of our employees to build their careers while at the job with ample opportunities to upskill/reskill themselves.
It is in our culture of growth to nurture, upskill our talent and make them future-ready. Through various learning interventions, our people are constantly elevating themselves & carving new success stories. We have self learning platforms like percipio, learn upon, udemy & globesmart to help them upskill.
Our focus on the holistic development of employees helps us build employee-friendly policies addressing their needs and provides them the flexibility to plan their work as per their personalized needs. Our facilities include Lactation Room, Reserved Parking for the differently abled, special cabs for expecting mothers, flexible work hours, and accessibility of offices through wheelchairs. Our Employee Assistance Program (EAP) supports the employees to meet life’s challenges while maintaining the right mental wellness. We have numerous Rewards and Recognitions in place such as The League Extraordinaire, Kudos Recognition Drive, Eminence Awards, and Spot Recognition, as part of our recognition framework. It focuses on the valuable contributions made by our people and rewards them for being an epitome of excellence and delivering exceptional outcomes.
Q. Please highlight numerous initiatives/programmes undertaken towards upskilling, reskilling the employees.
By 2022, a larger percentage of the workforce was looking to upgrade their skills. As employees navigate the new office dynamics, a hybrid way of working, and new ways of conducting business, it is vital to re-evaluate professional progress from a fresh perspective. It has become imperative for organizations to focus on upskilling the employees to stay resilient and competitive.
Learning & Development is at the heart of employee-centric growth at GlobalLogic. There are numerous initiatives undertaken to help our employees advance their careers by learning on the go, anytime, anywhere. We have a robust structure of Career Framework in place for all our employees, that will help in defining a career growth roadmap with numerous opportunities and avenues. Close to 20%-30% of our employees receive enriching learning experiences through tremendous tech exposure or enhancing their career options. There are 13 digital academies such as Data Skills, DevOps, Architect, Digital, Design, etc. that provide experiential learning to our employees through real-world engagements. We have women-centric programs such as The Women Influencers program and GL Garima that empower budding women leaders with the right skills and enhance their capabilities for the next level roles.
Q. Any other initiatives you would want to shed light on that might interest potential recruits?
Response: We recently won Hitachi’s annual innovation contest – the ‘Make a Difference’ contest and are now, more than ever, we are focused on building a solution for both GlobalLogic and Hitachi that will enhance the experience for our employees through a custom-created, AI-backed application with personalized content and resources.
Organizations across the world have been focusing on hiring talent, wherever they are present. We have shifted and pivoted on getting our great hires/alumni back. Our program called GL Homecoming is our alumni comeback program, which gives our alumni an opportunity to reconnect with us and see how they can continue to add value to our company. We are already witnessing many of our alumni returning to us. Moreover, as an employer of choice, this is certainly a strong testimony for us and a mark of positive reinforcement of the efforts we are putting in.
Q. What have been the company’s initiatives towards nurturing new talent?
Today, Digital Engineers are the most in demand IT professionals who are shaping the future of business and technology across all industries. A lot of them come in qualified but there is a need for getting them to acclimate themselves to the real working world. In addition to the regular programs that we run across our academies at GlobalLogic, we have launched a new and unique career accelerator program that enables early-career engineers to rapidly acquire the skills and the certification to become a ‘job-ready’ Digital Engineer. The pedagogy consists of a curated training program, an internship with real GlobalLogic clients, and an opportunity to transition to customer projects at GlobalLogic.
As a leader in Digital Engineering, we come with over two decades of experience with an outstanding and prominent set of clients. We consolidate this experience at GlobalLogic to help budding talent scale the next stage in their career in a span of a few months. At a larger level, about 58 per cent of GlobalLogic employees are undergoing learning and upskilling which underlines our focus on talent development.
Q. Attrition rates have been abnormally high, what initiatives have been taken towards retaining talent?
As digital transformation has moved from just a priority to an existential need, the market needs to employ talent that can service the increasing demand of companies that need to stay ahead of the digital curve and thrive in a new world order. This gives rise to the need for young, agile, and creative talent in a people-driven and tech-enabled world of work. Thus, as we see talent wars grow in an ecosystem hungry for skilled workers, it becomes important to take cognisance of these shifting trends and take action towards the retention of our own people. This is because of an imbalance between the talent that is required and the talent that exists. The demand for talent with digital skill sets is always high, while the desired qualified talents or candidates are low, which has given a rise to the talent war that the industry across the world is witnessing.
At GlobalLogic, we believe in building careers over jobs and that if we provide people with a reasonable employee value proposition, we will be able to ensure that they not only thrive but grow with us. We are not about hiring the right people and training them well, but about creating a place where they can learn and grow. We’ve seen first hand how a good job can be a stepping stone to something better—and we’re not just talking about a paycheck. We want our people to be able to take their skills and apply them wherever they are needed, whether that means finding new ways to use their knowledge or helping others do the same. We continue to build initiatives through inclusive decision making in the organization, we empower our employees to participate in developing policies suited to them, and also drive efforts on career development, rotational opportunities, and even global opportunities. This does not discount offering attractive compensation and benefits in addition to building a great place to work and grow.
Q. What are the interesting perks/benefits that are being offered by the company?
We take pride in the culture we foster, and our employees benefit from our ‘Humans and People First’ culture, which nurtures diversity and inclusion and transforms their growth journey. GlobalLogic is committed to defining success criteria for every employee through the integration of learning and development with a dual focus on roles that are horizontal and vertical as well as leadership development for inclusive growth and succession planning. Over 70% of leadership at GlobalLogic comes from within the company ecosystem, as we invest in the development of our employees to build their careers while at the job with ample opportunities to upskill/reskill themselves.
It is in our culture of growth to nurture, upskill our talent and make them future-ready. Through various learning interventions, our people are constantly elevating themselves & carving new success stories. We have self learning platforms like percipio, learn upon, udemy & globesmart to help them upskill.
Our focus on the holistic development of employees helps us build employee-friendly policies addressing their needs and provides them the flexibility to plan their work as per their personalized needs. Our facilities include Lactation Room, Reserved Parking for the differently abled, special cabs for expecting mothers, flexible work hours, and accessibility of offices through wheelchairs. Our Employee Assistance Program (EAP) supports the employees to meet life’s challenges while maintaining the right mental wellness. We have numerous Rewards and Recognitions in place such as The League Extraordinaire, Kudos Recognition Drive, Eminence Awards, and Spot Recognition, as part of our recognition framework. It focuses on the valuable contributions made by our people and rewards them for being an epitome of excellence and delivering exceptional outcomes.
Q. Please highlight numerous initiatives/programmes undertaken towards upskilling, reskilling the employees.
By 2022, a larger percentage of the workforce was looking to upgrade their skills. As employees navigate the new office dynamics, a hybrid way of working, and new ways of conducting business, it is vital to re-evaluate professional progress from a fresh perspective. It has become imperative for organizations to focus on upskilling the employees to stay resilient and competitive.
Learning & Development is at the heart of employee-centric growth at GlobalLogic. There are numerous initiatives undertaken to help our employees advance their careers by learning on the go, anytime, anywhere. We have a robust structure of Career Framework in place for all our employees, that will help in defining a career growth roadmap with numerous opportunities and avenues. Close to 20%-30% of our employees receive enriching learning experiences through tremendous tech exposure or enhancing their career options. There are 13 digital academies such as Data Skills, DevOps, Architect, Digital, Design, etc. that provide experiential learning to our employees through real-world engagements. We have women-centric programs such as The Women Influencers program and GL Garima that empower budding women leaders with the right skills and enhance their capabilities for the next level roles.
Q. Any other initiatives you would want to shed light on that might interest potential recruits?
Response: We recently won Hitachi’s annual innovation contest – the ‘Make a Difference’ contest and are now, more than ever, we are focused on building a solution for both GlobalLogic and Hitachi that will enhance the experience for our employees through a custom-created, AI-backed application with personalized content and resources.
Organizations across the world have been focusing on hiring talent, wherever they are present. We have shifted and pivoted on getting our great hires/alumni back. Our program called GL Homecoming is our alumni comeback program, which gives our alumni an opportunity to reconnect with us and see how they can continue to add value to our company. We are already witnessing many of our alumni returning to us. Moreover, as an employer of choice, this is certainly a strong testimony for us and a mark of positive reinforcement of the efforts we are putting in.
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