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Shaping the future of software driven business
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focuses on the long term goal. This system
encourages each employee to define their own
goals in alignment with the organization’s goals.
Connecting career development opportunities
to business objectives strengthens the sense of
alignment across the organization.
Enabling Careers
Careers At Persistent is all about the shift ‘From
a We Enterprise to a ME Enterprise’, as per our
theme statement. We actively work on enabling
employees’ career development through Self-
Assessment, Reflection, awwwnd Achievement,
and that is where our Career Development
Program gets its name, ‘SARA’.
We ran various existing and new programs
through the year, such as our ‘Design Your
Career’, CaPro, and Gotten programs, as well
as the Persistent Toastmasters Club, Career
Development Tools, Career Guidance Council,
and Career Coaching Service. Along with such
initiatives, many technical events and sessions
such as Agile Day and our My Career Story series
were run.
Career Development Tools and the Gotten
Program help individuals understand themselves
better, empowering them to pursue their careers
with a sense of clarity and purpose. The Career
Guidance Council and Career Coaching Service
are positioned to help employees seek career
guidance from internal and external experts.
The ‘Design Your Career’ Program and the CaPro
Program are intended to help employees plan
their careers at Persistent for the next 3-5 years
using an informed and systematic approach. To
help employees develop their communication,
public speaking, and leadership skills, we formed
the Persistent Toastmasters Club. Hackathons,
meetups, and events provide employees with
opportunities to nurture their technical skills
in niche technologies within a peer-learning
environment. Such technical initiatives also
catalyze networking among employees.
Promoting Internal Job Growth
In order to encourage employees to explore
internal job opportunities at Persistent, an
extensive campaign was run to promote
Persistent’s internal jobs portal, iJobs.
Experiential Programs
To align Persistent employees with the
organization as a whole, we institutionalized
experiential programs that cover varied aspects
such as the organization’s values, business
needs, leaders’ expectations, team dynamics, and
cross-hierarchical alignment. These programs
were gamified and packed with people-centric
and business-relevant takeaways. Currently,
our experiential programs exist in three forms
(Offsites, Outbound, and Experiential Programs
2.0), and four types (Recreational, Educational,
Developmental, and Dysfunctional). In FY 2018-19,
114 of these programs were conducted, reaching
2,500+ employees. These programs received
an excellent response from our employees.
Persistent’s Experiential Programs 2.0 model – a
2-hour model of in-house experiential programs –
was awarded the 1
st
Runners-up position in the CII
National HR Circle Competition 2018.
Life at Persistent