annual-report-FY2021

136 COMPANY OVERVIEW BOARD’S REPORT MANAGEMENT DISCUSSION AND ANALYSIS CORPORATE GOVERNANCE BUSINESS RESPONSIBILITY REPORT STANDALONE ACCOUNTS CONSOLIDATED ACCOUNTS The Tech Ladder implementation in Mahindra has been a response to one of the biggest challenges that the Company has been facing in Talent Management. The rst step of technical ladder was achieved by creating unique competencies, which combined technical skills, leadership behaviours and cultural nuances. These were deployed in performance management discussions and capability building initiatives. Specic developmental goals were incorporated in an individual's KRA to facilitate capability building of niche technical skills through right exposure, and action learning projects. As a result, today the Tech Ladder framework is successfully catering to more than 2,000 engineers, coveringmultipleCentresofExpertise (CoE) andProject Functions across the Automotive and Farm Divisions. Group Management Cadre The next step of our strategic management process is the Group Management Cadre programme to attract leadership talent at the entry level from top B-Schools of the country. This programme continues to strengthen Mahindra's position as an 'Employer of Choice' across premier B-School campuses and creates a strong talent pool to drive Mahindra's future growth. Through this programme, 15 GMCs joined the Group in 2020 across its various Sectors and functions. As part of the newly introduced Experiential Module, each GMC that joins us undergoes 4 stints of 3 months each across different functions and different businesses. Apex Talent Councils and Sector Talent Councils The heart of the talent management process is the curation of deep-rooted conversations on talent across the group, both at a business level and at a group level, to create development journeys and planned learning interventions so as to not only provide the organisation with deep understanding of talent but also what is required to attract, retain and develop top talent across the group. being one amongst the Top 50Most Admired Global Brands by 2021 by positioning Mahindra Group as a Learning Organisation. MLU is the Group's Corporate University and is a platform that connects knowledge seekers and knowledge providers across the Group to develop executives in leadership and functional competencies. The word 'University' is inclusive in nature and encompasses all learning under one umbrella brand, powered by the unied LMS, MLU's Digital LearningWorld. MLU converges upon building both leadership and domain capabilities through its various academies, with each academy being headed by a Chairperson and supported by business leaders and functional leaders from across the Group as academy members. All learning content within Mahindra is hosted under respective academies. MLU academies collaboratively work with Sectors in the Group to create and implement a futuristic learning agenda, which includes digital learning solutions such as MOOCs, eLearning, webinars, etc., as well as physical face to face, instructor-led interactive workshops, as appropriate. All academies consult business leaders in the Group to identify and prioritise group-wide capability development needs, and aggregate, curate and create knowledge, to bring about desired shifts in mindsets and to develop the desired capabilities. MLU Academies thus work towards fostering a culture of continuous learning, unlearning and relearning. MLU's academies use a laddered approach for programme design and content development. This laddered approach to leadership development recognises and addresses the need for varying inputs tailored to the different levels of leadership. The Mahindra Leadership University The Mahindra Leadership University ("MLU") is a strategic learning initiative to support the Group in its journey of