isostill.blogg.se - Marg speaks

#Marg speaks full#

Employees who are identified as role models by their peers, subordinates, vendors, customers, supervisors and cross functional supervisors are eligible for this. (Identifying & Rewarding high achievers of MARG)Ī programme that seeks to identify and reward a high potential and high achieving employee, by putting him on a fast track pedestal with a defined career progression roadmap. In order to have a ‘pipeline leadership’ ever ready to take charge, a couple of breakthrough leadership development parameters are an integral part of PMA at MARG: PMS at MARG begins with the basics like identifying key performance areas, assessing key performance, avoiding bias, giving constructive feedback, identifying and addressing poor performance and then zeroes down upon high performers not just in terms of functional /domain expertise but also on personality parameters. The performance oriented culture at MARG has resulted in a robust but employee friendly, transparent & merit oriented bi-annual Performance Management System. Performance Management System - Aligning to Business Strategy

He compares his icy experiences to boardroom maneuvers and his inspirational addresses have received the acclaim of discerning audiences worldwide.ĭuring the workshop, Robert brought in unique insights and lessons gained from his polar experience to the workshop and addressed on issues of Leadership, Team work, motivation, role clarity, building trust, listening to your subordinates, planning & directing, process & systems and managing change. Robert speaks all over the world on leadership, teamwork and inspiration. He is an exceptionally gifted communicator and is regarded as one of the world’s top motivational speakers. Notably, Robert Swan is a polar explorer, environmental leader and the first man ever to walk to both the North and South poles. Workshops like the one with Robert Swan, OBE was organized for employees cutting across levels. Post this, all successful employees will be provided with resources to initiate their business ideas at MARG

Phase 4: Fine tuning individual plans through a MDP at IIM (Ahmedabad) and final presentation of their business plans.

(Regular mentoring workshops for senior management dwelling on the perspectives and practices of mentoring along with simulated mentoring practices, are organized for this purpose

Phase 3 is about initiating the employees to prepare their Intrapreneurship Plan and are mentored by Senior Management of MARG.

In Phase 2, the employees undergo a one week customized workshop with Entrepreneurship Development Institute (EDI), Ahmedabad.

Phase 1 blends a scientific approach to identifying and counseling employees with a natural flair for entrepreneurship.

This is a 12 months program applicable to the top performers at MARG. MIDP is a brainchild of MARG CMD, GRK Reddy. (The Force Multiplier) MIDP is a first of its kind initiative to develop intrapreneurs in the Infrastructure domain.

MARG Intrepreneurship Development Program (MIDP)

#Marg speaks full#

BASICS culminates with the KRA setting for new joinees and are able to provide them with full role clarity as also all important information about the organisation. All employees are sensitized about the various businesses of MARG and visits to all project sites are an integral part of this program. It aims at initiating all new employees to the culture and values of MARG. These initiatives are as under:īASICS is a 4 days induction program for new joiners at MARG. All Organizational development, Talent Management and Learning & Development initiatives at MARG are launched under the umbrella brand CLAP (Complete Leadership Achievement Program).