EMPLOYEE DEVELOPMENT |
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 Training and Development |
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After a long and explorative competency mapping the training needs of the employees are analyzed. |
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The training programmes are fixed up for every individual on the basis of priority. |
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A training calendar is drawn up for the Year, which is open to additions / editions on the basis of business and individual needs. |
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The training is primarily of ‘on The Job’ nature, so the employees practice what they learn,immediately. |
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Seminars / talks are also arranged/ approved for the employees
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| Employee Performance Management |
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Key Result Areas of the employees are fixed up by a mutual discussion between the immediate senior and the employee himself/herself. |
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The performance is appraised on a quarterly basis to assess the employee’s progress, and to provide him support. |
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At the end of the Year the performance of the employee is analyzed. |
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Appreciation of and rewarding good performance and motivating the rest to achieve higher levels is the purpose of a good Performance Management System, which ISL practices. |
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