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Success Story

KNOLSKAPE launched the 'Young Leads Program' to identify potential leaders and build the capabilities of young talent at Tata Elxsi

Let’s dive into the success story of KNOLSKAPE developing a Blended Leadership Journey for NICE Actimize.

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OVERVIEW
KEY INSIGHTS
TESTIMONIAL
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Overview

Tata Elxsi wanted to identify its high potential young leads (3-10 years of work experience)and create an engaging development journey so that they are ready to take up leadership roles in the organization. The idea was to ensure the identification and development of young talent.

 

KNOLSKAPE developed the ‘Young Leads Program’ in which the high potential young leads were identified through KNOLSKAPE’s Virtual Assessment Center (VAC) for selection and included virtual learning, gamified simulations, pre-reads, and the development of action plans for workplace implementation.

 

The initiative was a five-month blended experiential learning journey designed to prepare individual contributors for the shift into people manager roles.

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The Young Leads program has contributed to the retention of the staff. The average staff turnover is 19.1% at Tata Elxsi whereas, among the young leads, it is at 14% and mini leads is at 15%. Clearly there is a 5% difference on average from the perspective of staff retention.
 
I would like to thank KNOLSKAPE, the Talent Engagement and Development team (TED Team) for co-creation – design and implementation in collaboration with Employee Connect Tata Elxsi HR Team (EC-HR) and the Think Tank comprising of nominated members from the Business units for the success of the program. We now have a successful program which ensures selection, development, retention of high potentials in our organization.

S. Rajagopalan ↗
Head HR
TATA Elxsi Ltd.

Key Insights

Data-Driven Talent Selection

The program utilized a reliable, scientific method to identify 309 High Potential Young Leads from an initial pool of 850 applicants based on core role competencies.

Significant Capability Growth

Participants demonstrated a measurable increase in knowledge, with the majority scoring between 16 to 20 points (out of 25) in post-assessments, compared to pre-assessment scores that averaged between 11 and 15 points.

Targeted Skill Development

The journey successfully addressed critical behavioral areas that were previously low, including agility, ownership, perseverance, collaboration, and a growth mindset.

Enhanced Retention of High Potentials

The program had a direct impact on staff stability, resulting in a 5% reduction in turnover among the high-potential “young leads” (14%) compared to the overall organization average (19.1%).

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