INTRODUCTION ABOUT IDEA LTD

Idea Cellular Limited was incorporated in 1995, and now ranks third in terms of all-India wireless revenue market share at 13.6 per cent. Idea ranks second with 23.6 per cent revenue market share in nine service areas where it holds 900 MHz spectrum and which derive about 41 per cent of the industrys all-India revenues (based on gross revenues for UAS and Mobile licenses only, for March 2011 quarter, as released by TRAI). The market positioning of Idea reflects the strength of its brand considering the fact that Idea added 11 out of its total 22 service areas in the past four years. Today, it is a pan-India player with commercial 2G operations in 22 service areas, and 3G in nine of these circles. Its subscriber base has grown multifold, from 7.37 million in March 2006 to 89.5 million in March 2011. Idea holds 16 per cent stake in Indus Towers, a joint venture with other telecom majors Bharti Airtel and Vodafone. Indus Towers is the world's largest tower company with over one lakh towers. In 2007, Idea was listed on the National Stock Exchange (NSE) and the Bombay Stock Exchange (BSE). Idea enjoys a market leadership position in many of its operational areas. It offers GPRS on all its operating networks for all categories of subscribers, and was the first company in India to commercially launch the next generation EDGE technology in Delhi in 2003. As a pioneer in technology deployment, it has been at the forefront through the adoption of bio fuels to power its base stations, and by employing satellite connectivity to reach inaccessible rural areas in Madhya Pradesh. Idea has been a leader in the introduction of value-added services, and there are many firsts to its credit, including a voice portal 'Say Idea', Idea TV, voice chat and instant messenger. Tariff plans have been customer-friendly, catering to the unique needs of different customer segments, for instance the 'Women's Card' caters to the special needs of women on the move, and 'Youth Card' covers the emerging youth segment. The company now has its own NLD and ILD operations, and ISP license. Idea has a network of over 70,000 cell sites covering the entire length and breadth of the country.The company has over 3,000 service centres servicing Idea subscribers across the country. Ideas service delivery platform is ISO 9001:2008 certified, making it the only operator in the country to have this standard certification for all 22 service areas and the corporate office. Idea has won numerous awards and is the only Indian GSM operator to win the prestigious GSM Association Award consecutively in the best mobile technology category for the Best Billing and Customer Care Solution both in 2006 and in 2007, even in the face of international competition.

Idea was adjudged the Emerging Company of the Year by The Economic Times and the Most Customer Responsive Company in the Telecom sector, in the year 2010. Brand Idea has won many accolades for its innovative communication. The What an Idea, Sirji ads have won four Effies from 2008-2010, making it one of the Buzziest brands in the country. In 2011 Brand Idea moved to the No. 4 position amongst all service brands in the 'Most Trusted Brands Survey' conducted by Brand Equity, an Economic Times publication. Idea's biggest campaigns "Break the Language Barrier" and "No idea Get Idea" were ranked globally as the best brand campaigns 2011 at MMA Global Awards and World Communication Awards, London. Idea won the advertising effectiveness awards with a Gold EFFIE for the "No idea Get Idea" campaign and a Silver for the" Language Barrier" campaign. In radio, Idea won six awards at the Golden Mikes Awards 2011 and was adjudged the Advertiser of the Year. Besides, Idea has also won a series of Digital Awards, the biggest being the Yahoo Big Chair where it won Gold.

Training and Development

1)Training refers to a planned effort by a company to facilitate employees learning of jobrelated competencies 2)Employee development refers to the steps taken within a company to encourage each employee's professional and personal growth
TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral change takes place in structured format.

Development Assessment centre

DACs have been designed to support managers in assessing and developing their capabilities. Over 1,200 managers across all management levels have participated in the DACs since 2003. DACs have been designed to support managers in assessing and developing their capabilities. Over 1,200 managers across all management levels have participated in the DACs since 2003. Post-DAC, the developmental goal for an individual, in terms of priorities for learning and development experiences to move to the next career stage, is captured through the individual development plan (IDP). These are monitored on a real time basis for tracking implementation on the Peoplesoft platform.

Individual Development Plan

An individual development plan, also named a IDP, is a document completed by individual for the plan of self development over the next period, usually one year. This plan is then reviewed and discussed by supervision to match the individual goals with company goals. They also discuss various option and approach to achieve the plan. At the end of one year (or other time period) this plan is reviewed to see how much goal is fulfilled and then what are the new goals and plans for the next year. Contents of the IDP can vary. Some employees focus on fixing weaknesses. Others focus on playing to their strengths. Some focus on short-term goals and development, other on the long-term. One key component to any good IDP is that the employee feels total ownership of the content. It's generally regarded a bad practice to write "what the boss wants to hear".

The developmental goal for an individual, in terms of priorities for learning and development experiences to move to the next career stage, is captured through the individual development plan (IDP). These are monitored on a real time basis for tracking implementation on the PeopleSoft platform. Talent reviews: A three-tier annual talent review process, held at the unit level, business level and Group level, ensures a focused approach to the implementation of lDP.

Monthly Training Calendars

1) Strengthen the Training and Competency function 2) Training Scheduled on monthly Basis

Gyanodaya

Gyanodaya - The Aditya Birla Institute of Management learning, established to strengthen the management capabilities of our managers has successfully managed to achieve more. Over the years, Gyanodaya has evolved into a critical meeting point for business leaders across the diverse businesses and academia. This is the place which has helped incubate several innovative ideas and practices for enhancing our business competitiveness.

Gyanodaya conducts more than 80 programs a year and to date. As many as 7,000 managers have successfully completed at least one Gyanodaya program and now see business ventures in a new light.

To provide quality programs we collaborate with some of the best learning institutions and experts across the world. Many luminaries, including Prof. Das Narayandas of the Harvard Business School, Prof. Venkat Ramaswamy from the Ross School of Business at the University of Michigan and Mrs. Barbara Darling from the Hay Group have recently shared their perspectives with our managers.

E-360 degree instrument Pratibimb:

This is an online 360-degree feedback tool to heighten self awareness. Managers receive feedback on group values, global leadership competency and career stage competency. Launched in April 2006, Aditya Birla Group has more than 80 senior managers who have enrolled in this process.

Anubhav
This captures the tacit learning of managers across various businesses of the Group. It is a knowledge repository of over 600 cases documenting the success stories, as well as learning from practical problems and issues from real-life experiences and their solutions by practising managers of the group

LEAD (Leadership Program for the Experienced)

In January 2007, we launched LEAD (Leadership Program for the Experienced), an Aditya Birla Group Leadership Program to groom exceptional individuals to be the future leaders of the Aditya Birla Group. LEAD is an intensive six - month, on - the - job training programme. Individuals with at least four years of pre or post MBA experience are eligible to apply for LEAD.

Program Structure
Rotational training for six months with 2 or 3 intensive assignments. Assignment matches based on business goals & the participants interests, strengths and development needs. Final review by senior management. Role change and/or movement within the group every 2 or 3 years

LEAP(Leadership Associate Program)

LEAP is an intensive 1 - year, on - the - job training programme. The focus of LEAP is to groom exceptional individuals for leadership roles. Individuals with 0 - 18 months of experience prior to MBA are eligible to apply for LEAP

Programme Structure
Rotational training for one year with 5 or 6 intensive assignments Assignment matches based on business goals and the participants interests, strengths and development requirements The assignments expose participants to a variety of disciplines and business functions within their area of specialisation. They are designed to deliver visible and measurable results. They typically focus on Group processes, functional expertise, business understanding, teamwork, initiative and communication Mandatory international stint, sales stint, plant/unit stint and CSR stint Mid - year and final review by senior management Role change and/or movement within the Group every 2 to 3 years