How Hexaware is working towards Up skilling & Cross skilling with iMocha

How Hexaware is working towards Upskilling & Cross-skilling with iMocha

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Brewing together with iMocha
Employees assessed
8000+
Integration with
Sumtotal
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“We were studying industry trends, and it was clear that Learning & Development was going to be the game changer. It was then that we decided to have a consultant-centric plan, which would be designed to provide the best learning environment to our consultants (employees).”

Tanuja Pereira,

Senior Manager, Hexaware Technologies
Hexaware at a glance

Hexaware is a fast-growing and automation-led next-generation provider with a deep-rooted legacy of delivering excellence in IT, BPO, and consulting services and a rapidly expanding international footprint. Its superior performance is driven by a combination of superior strategy, the best teams in the world, and a culture that is passionate about innovation and automation.

Headquarters: Mumbai, India

Global Presence: 37 locations

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Employees:

24,000+

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Established:

1990

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Industry:

Information Technology Services

iMocha products used:

Talent Development

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Integration with LMS

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the challenges
The Corporate HR at Hexaware, Tanuja, anticipated these challenges and envisioned an articulate people strategy emphasizing “build and develop.”
The challenge

The world of corporate Learning & Development has recently witnessed a sea change. With talent scarcity and the skills gap increasing, companies are investing in their talent force more than ever. According to Training Magazine, U.S Training expenditures are estimated to have risen 32.5% to $90.6 billion in 2017. With a recent Mckinsey report predicting that half of the 3.9 million-strong IT service workforce will become irrelevant, organizations are continuously identifying high-potential employees who can continue to work on complex product threads and keep suites of products relevant in the future. Most importantly, desired skill sets are constantly evolving. 

Hexaware faced these challenges:‍

  • Finding the current proficiency of the consultants for various skills.
  • Designing an unbiased, data-driven process for Upskilling & Cross-skilling.
  • Finding an automated & scalable solution.


Hexaware was keen to introduce an employee-first approach to Learning & Development. However, when learning is made mandatory and linked with appraisals, the employees feel burdened, and the program loses its initiative. This is where Hexaware needed iMocha’s help.

Tanuja and her team were unanimous in their opinion that no training or learning course was to be forced upon their consultants (Hexaware employees); instead, their consultants were free to choose the course and chart their paths for career growth. This added to a sense of belonging and accountability. After all, the consultants were the owners of their own success and growth.

In an industry riddled with high attrition rates, Hexaware claims to have the lowest attrition rate thanks to its unique work culture and holistic development. The Hexaware team was keen to continue providing the same environment. Hexaware tied up with leading online educational portals to provide the necessary infrastructure to their consultants.

HexaVarsity, its corporate university, is its innovative platform for talent management, fresher training, and competency mapping. Hexaware has launched an “Evolve” initiative that creates and nurtures a transformative learning culture. It designed learning initiatives into enterprise-level initiatives and engagement-level initiatives. The enterprise-level initiatives can be applied across the organization, while the engagement-level initiatives are specific to customer accounts.

Hexaware’s team tied up with a leading e-learning portal for various skill and learning courses. HexaVarsity had a bank of numerous courses for various levels of learning:

  • Organizational Development Initiative: It is a program focused on competencies built around various primary competencies such as accountability and ownership, strategic thinking, planning, collaboration, and customer focus.
  • Behavioral, Management, and Leadership Program: Focused and built around the core competencies identified within the organization.
  • Technical Competency Development Program: The program has identified various key domain and technical competencies and the dimensions that define the scope and the coverage of each competency. Each competency includes five proficiency levels, ranging from basic to expert. The TQ framework maps the competencies to the roles defined in the organization.
  • Fresher Training Program: The FTP is a program for fresh engineering and non-engineering graduates who are recruited directly from campuses or through off-campus recruitments. The program’s objective is to bridge the perceived gap between the education imparted in colleges and that expected by the IT industry.
  • Link-N-Learn: Link-N-Learn is a peer-to-peer learning initiative that promotes sharing and learning across multiple business aspects, such as best practices, experiences, solutions, challenges, and success. This program is oriented toward middle and senior management consultants.
  • Customer-Centric Talent Development Program: The CTaDel program aims to make employees work on the account that they are assigned. It also plans to support continuous learning for existing employees assigned to a particular account. 

Hexaware utilized the services of SumTotal, a learning management solution that helped to manage the entire workflow.

With the e-learning portal and LMS in place, Hexaware’s team realized they needed an assessment partner to complete their loop. Assessments were important to map the progress of the consultant and plan further. Hexaware wanted the flexibility to create assessments using their own questions. With iMocha, Hexaware created tailor-made assessments for each learning course. The assessment reports provided a deep insight into the learnings of their consultants. The consultants could also measure their progress and decide the areas where they required additional effort.

  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.

Step by step explanation of the workflow:

  • They did not have a large recruitment team that could reach out to these universities across the USA to participate in career fairs and interact with the students. This hampered their recruitment roadmap.
  • However, more important was the lack of technical resources to evaluate candidates who applied for this role.
  • They did not have a large recruitment team that could reach out to these universities across the USA to participate in career fairs and interact with the students. This hampered their recruitment roadmap.
The result
the result

Hexaware assessed 8000+ consultants using iMocha. Implementation of iMocha has provided Hexaware with a potent tool to assess the knowledge of its employees for various skills.

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