Our goal has always been to build careers for life: Vijay Colaco, HR Director, Intel India

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Intel entered India within the 12 months 1988 with a gross sales workplace in Bangalore. Ten years later, the Intel India Improvement Middle (IIDC) began operations and is as we speak one of many firm’s greatest globally. IIDC is a vital engineering design and growth middle for key Intel merchandise throughout CPUs, graphics, SoC, platforms, and software program with robust IT experience and manufacturing facility automation. In an e-mail interview, Vijay Colaco, HR director, Intel India, talks about how Intel nurtures expertise, insurance policies the corporate has to maintain staff motivated; upskilling/reskilling initiatives and extra.
Q. What have been the corporate’s initiatives towards nurturing new expertise?
It isn’t information to the world that the expertise business is at the moment going through scarcity of expert expertise. To fight the continuing problem and construct a future expertise pipeline, Intel is specializing in constructing a powerful curriculum for college kids and aspirants within the expertise area, that can emphasize on skilling them within the fields of {hardware}, software program, and manufacturing. We (HR, Enterprise and Technologists) are additionally working in the direction of organizing ‘Youthathons’ an method by which we maximize our attain to college students throughout India to construct larger consciousness and data of the Semiconductor/VLSI business and rising applied sciences similar to Synthetic Intelligence (AI), Machine Studying (ML), and many others. It can additionally showcase our work and show how Intel harnesses the facility of expertise to construct a greater and sustainable tomorrow.
By way of nurturing new expertise, we’re at all times how we are able to collaborate with quite a few exterior organizations and the academia that can allow us to convey forth girls within the STEM sector to develop into a future pipeline into Intel. Our objective is to take our curriculum into universities, faculties, and schools, and assist girls to start out eager about STEM-related topics, and finally develop into part of our workforce sooner or later.
Lastly, World leaders from Intel are coming collectively to share their data on merchandise, patents, and expertise with our workforce. We’re a rising millennial workforce with loads of youth becoming a member of our firm. Internet hosting technical classes and showcasing the merchandise we’re engaged on offers nice publicity and is extremely inspiring for kids who additional affect their peer neighborhood to make an knowledgeable resolution as they construct their careers.
Q. Attrition charges have been abnormally excessive within the total business. What initiatives have been taken in the direction of retaining expertise?
We, at Intel, perceive that whereas pursuing a job alternative, candidates do not simply have a look at the financial advantages, but additionally at a wide selection of things that may add worth to their private {and professional} lives and guarantee their long-term psychological well-being whereas constructing their careers. Our objective has at all times been to create a sustainable and mutually helpful relationship with our staff. To attain this, our senior management brings forth their immense expertise and experience to assist our future staff perceive Intel’s imaginative and prescient and create a vigorous roadmap that charts out their progress with a way of belonging.
We now have a powerful cultural ethos at Intel, which has helped us in retaining our greatest expertise. Our objective has at all times been to construct careers for all times. Since there is no such thing as a one-size-fits-all components, the main target has been on making a dynamic, versatile, comfy, and welcoming hybrid-working atmosphere that permits staff to ship to their full potential. As we reintegrate staff, now we have shifted the main target from mandating particular days in workplace to particular person accountability the place there’s consensus between the supervisor and the workers on days after they bodily should be within the workplace. This empowerment has been extremely appreciated and in flip we’re seeing greater footfall of our workforce, coming again to work. To make it extra welcoming for many who have returned to the workplace, we’re extending campus advantages and perks like shuttle providers, cafeteria providers, and onsite health club entry. To construct synergies amongst our groups, we begin our group conferences within the workplace, encourage managers to have casual interactions and set up group bonding over group lunches or espresso breakouts. We use this relaxed ambiance to attach with our staff and reenergize them. This initiative known as #Examine-In: Step-In and Step Out.
Although compensation is a vital element of retaining expertise, it’s equally essential to excite the workers by way of the merchandise and the charters that they’re engaged on. Everyone desires to be pushed by a way of function the place staff within the organisation need to know “How am I related to what’s taking place at a broader organisation degree” or “am I seeing the massive image”. For this, now we have inspired managers to start out specializing in working with their groups to cocreate and assist them perceive the affect of their work in realizing the corporate function and imaginative and prescient.
Whereas this begins with the fast supervisor, the affect expands by means of Intel’s world managers and leaders, each enterprise and technologist, who prolong their experience to mentor our staff. Not solely that, we’re additionally specializing in creating ‘Professor Internships’ or ‘Professor Sabbatical Packages’ and are bringing famend professors to information and train the workers.
Q. What are the fascinating perks/advantages which might be being provided by the corporate?
At Intel India, now we have lately shifted to a system known as OKRs (Goal and Key Outcomes) that permits staff, together with their managers, to self-declare their quarterly targets tied to enterprise and company targets, on which they want to be measured. By adopting this co-creation methodology, now we have instilled a brand new, refreshed sense of function and gratification.
Our staff have began witnessing that their work is extra relatable to them and the way it influences the broader organizational objective. This has nurtured a deep sense of function and dedication to execute to requirements set by them which in flip has an affect at their enterprise degree and additional influences company targets. We even have a rewards and recognition system in place that ties into OKRs the place over achievers each by way of outcomes and demonstrating Intel’s values are rewarded. Moreover, managers are inspired to acknowledge and encourage staff by means of the course of the 12 months for end result orientation and excessive requirements of execution by means of varied technique of recognition starting from recognition factors, money incentives, vouchers, meal with the household, or short-term studying programs to greater education schemes. This well timed appreciation with a tangible reward has additionally elevated productiveness and output. One other fascinating providing has been our DOT (Improvement Alternative Instrument) program. These are short-term (three to 6 months) alternatives giving the workers an choice to increase their complete portfolio to a completely totally different area – be it HR, finance, engineering, and many others.
Q. Please spotlight quite a few initiatives/programmes undertaken in the direction of upskilling, reskilling the workers?
We’re witnessing a seismic shift within the job market and elements similar to work-life steadiness, versatile work areas, the tradition of empowerment, inclusion, room to innovate, and many others. have develop into essential components which might be enabling organizations to draw and retain expertise. We now have additionally realized that as a lot as folks need to be invested of their day-to-day actions, they need to repeatedly continue to learn and rising.
Intel is a core expertise group, and for us, the intent is to repeatedly construct technologists throughout varied domains. Whereas the place to begin or basis is conventional training, now we have now been specializing in increasing area experience by means of varied proper skilling or upskilling approaches. We now have been encouraging self-learning applications for our staff – a tool-based method known as Studying Pathways, which has subjects starting from AI, ML, IoT, 5G, and many others. It additionally covers areas similar to main within the period of distant work, taking good care of our psychological well being and total wellness, amongst others. The platform is accessible on non-Intel units as properly so staff can be taught anytime and anyplace on their most well-liked system. We now have additionally partnered with Degreed, a workforce upskilling platform, for our Exponential Studying portal that helps combine and curate digital content material whereas
enabling staff to attach with different distant learners.
Intel’s Technologists are extremely revered and make themselves out there to mentor our staff who’re all for increasing their area experience. That is carried out by means of our Technologist Boards and Mentorship classes. Annually we host Intel’s Profession and Innovation Honest that permits our staff to showcase their innovation and technical experience, be taught from their mentors and interact with the broader Intel neighborhood to grasp varied boards and alternatives to be taught and develop.
Staff are additionally given the selection, in session with their managers, to upskill themselves by means of varied quick time period self-learning technical applications. On account of these applications, we’re seeing that Intel India is main Intel globally by way of conversions from expertise, administration, and folks growth.
Q. Another initiatives you’d need to make clear which may curiosity potential recruits?
To proceed the momentum of constructing a sturdy workforce at Intel, we at the moment are onboarding veterans and folks with disabilities. Intel can also be investing in creating the STEM Pipeline for Ladies, LGBT+ and PWD neighborhood and upskilling this expertise to be prepared for the workforce. We’re specializing in creating a curriculum that will likely be made out there for this potential expertise pool thereby additional strengthening the STEM expertise Pipeline.
We even have a devoted program at Intel known as Residence-to-Workplace which is concentrated on bringing girls on a profession break, again into the workforce. We coupled this with upskilling alternatives in partnership with VMware Taara for potential candidates to organize for the interview course of and roles they’re aspiring for. Our Flagship program known as ‘MoMentoring’ offers mentorship for anticipating new moms to assist them handle their careers and motherhood efficiently.
Wellness has been an essential issue that each potential candidate and current worker appears ahead to in an organization. To advertise the well-being of our staff, now we have established the [email protected] program for workers to really feel extra conscious, included, and accepted on the office the place they’ll brazenly search assist with none worry. It focuses on open communications to create consciousness about Intel’s wellness sources and psychological wellness coaches and offers a platform for workers and leaders to share their private experiences. We now have Psychological Well being Ambassadors skilled to be Psychological Well being first aiders which helps in making a peer-to-peer help mannequin that’s distinctive to Intel India. We additionally present advantages similar to extra wellness days off, Assembly-Free Fridays, Blackout Hours, or no assembly hours for private time put aside for self, mates, and household to proceed to spend money on one’s growth and help ME time.


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