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Tata Play Fiber was clear on its overall employee assessment and feedback goals. However, translating them into an actionable strategy was the challenge. Therefore, the brand sought subject matter experts to help understand and execute its key objectives into an organization-wide development plan across multiple professional roles.
Moreover, the brand’s increasing presence and goal of staying ahead of the talent curve fuels an ongoing need to improve its L&D processes. Thus, it sought scientific solutions to assess and develop its existing workforce. Additionally, it wanted a tool to identify strengths and areas of improvement for its leaders and workforce.
The company’s existing L&D interventions were a push system. They involved a subjective observation of employee performance and skills gap identification, followed by training recommendations and upskilling advice for individuals. However, the challenge was to encourage proactive employee involvement in their personal/professional growth domains. As a result, the company decided to adopt a pull-based approach, which was more valuable for the workforce. The goal was to add L&D motivators unique to every employee, which mandated a new assessment and feedback system.
Another significant concern was finding the right set of tools that could help identify role-centric training needs in the organization. The company wanted to focus on evaluating the strengths and weaknesses of its employees to nurture and strengthen them holistically. The idea was to create training and development plans that empowered every individual.
The company rightly believes that a holistic potential assessment is critical to gaining information about an employee’s leadership, aspirations and affinity. Also, the company professes people-centric values. Hence it was keen on finding an advanced tool to augment its potential assessment process.
Conventional reviews and feedback tend to have a higher possibility of biases and errors, which is detrimental to individual professional growth. Therefore, Tata Play Fiber wanted solutions that facilitated improved and futuristic feedback practices.
Tata Play Fiber also wanted to analyze the current skill sets internally assigned to job roles and assess employees’ positions in that regard. In other words, it needed to revisit pre-defined skill repositories while gauging how many employees possessed those skills and to what extent.
Tata Play Fiber evaluated various vendors for its specific requirements and approached Mercer | Mettl for an all-inclusive solution. After several demonstrations and discussions, the company found Mercer | Mettl’s 360View and Leadership Assessments an effective combination for upgrading its L&D strategy. A successful trial further assured Tata Play Fiber of the collaborative partnership.
Mercer | Mettl understood and appreciated Tata Play Fiber’s requirements and challenges in fulfilling them. Therefore, Mercer | Mettl advocated its most viable value proposition, 360View, a tool for holistic 360-degree feedback and a leadership test for assessing leadership competencies.
Let’s take a closer look at these solutions:
Mercer | Mettl’s leadership assessment solution can accommodate a vast range of customizations to match clients’ specific requirements. However, Tata Play Fiber readily adopted the standard format to assess M4 and M5-level professionals.
It was the first step toward generating awareness and interest among leaders:
Mercer | Mettl’s Leadership Assessment helped achieve the objectives stated above by helping assess the professionals on evenly set benchmarks to which others could aspire. Moreover, since subject matter experts developed the scientific tool, the standardized leadership assessment perfectly matched the client’s key requirements.
Mercer| Mettl’s Leadership Assessments are a comprehensive suite of prebuilt tests based on the frameworks developed by a team of subject matter experts. These role-specific leadership assessments included a combination of personality profiling and a test of essential cognitive skills.
Based on the Big-Five Factor Model of Personality, the Mettl Personality Profiler helped Tata Play Fiber assess senior employees’ leadership competencies and behavioral indicators such as:
Mercer | Mettl’s Cognitive Abilities Test ensured a smooth and objective assessment of critical thinking and abstract reasoning skills. Insights from the test revealed how well the senior professionals could:
Aside from an analysis of basic competencies and interpersonal skills, the test highlighted employees’ significant attributes in areas of decisiveness, vision, stress tolerance, strategic thinking, external awareness, innovation management and creativity.
Mercer | Mettl’s 360View ensures a holistic and unbiased feedback process for professionals at all levels. It is a platform with established credentials as an excellent tool for succession planning, identifying and training skilled talent, nurturing high-potentials to assume influential roles, etc. Tata Play Fiber utilized the tool to:
The goal was to provide the feedback seekers with objective data. The latter would enable a transparent comparison of their perception of themselves against others’ perceptions of their skills, potential and key competencies.
Here’s how 360View enabled them:
Using 360View enabled the company’s employees to get dedicated feedback on all their competencies as reviewed by themselves and their colleagues. Besides, there were open-ended suggestions for improvement. The broad idea was to ensure that all employees understood how they were perceived professionally through constructive and actionable feedback.
The feedback process revealed insights into every individual’s relationship-building abilities, decision-making qualities and resource management skills, among other areas. Such profiling helped uncover their hidden strengths while accentuating the areas of improvement.
The feedback process, upon completion, offered insights into individuals’ weaknesses and blind spots. It helped them understand the skills needed to meet individual and organizational goals. These metrics helped both the employer and the employees to undertake learning initiatives and carve streamlined developmental paths.
The platform’s report generation feature was incredibly efficient at offering key information in the most easy-to-understand format. The brief yet comprehensive analytical outcomes included detailed, relevant and accurate data, helping determine the feedback-seekers’ full potential.
Mercer | Mettl’s technical backend and customer support teams ensured round-the-clock client support. The teams trained and actively assisted every concern while working round the clock to ensure compatible and error-free exercises. They also mitigated candidates’ concerns throughout the assessment drive.
Mercer | Mettl’s top-of-the-line offerings addressed numerous bottlenecks in conducting leadership assessments and objective feedback processes with integrity and ease.
The L&D upgrades in Mercer | Mettl’s Leadership Assessment and 360View ensured Tata Play Fiber transformed its push system into a pull process. It eventually led to a higher conviction with feedback and learning across all positions, greater professional motivation and employee contentment.
Tata Play Fiber plans to expand the 360-degree feedback process to include other professional levels in its organizational hierarchy. It also plans to explore several other solutions offered by Mercer | Mettl to enhance the overall growth processes across teams and boost their recruitment process.
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