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InterraIT places special emphasis on people development. Included among the organizational initiatives is incorporation of best practices aimed at personal and professional growth of an InterraIT-ian.
The InterraIT value system is ingrained into the work ethic of every employee. Sky is the limit for each and every InterraIT-ian – one who is characterized by the twin values of Individualized Corporation and Risk Taking. While the philosophy of Individualized corporation provides excellent opportunity to the InterraIT-ian to embrace entrepreneurship & ownership leading to confidence and accelerated learning, it also allows the employee to hone his or her generic skills. Risk taking as a value instills the spirit of taking up challenges among the ones with desire to excel. This coupled with freedom to innovate lead to great efforts, which allow turning of ideas into reality beside putting these employees on a fast track career growth path.
The “management-by-objectives (MBO)” system of defining key result areas and associated rewards is highly encouraged at InterraIT. This acts as a major growth vehicle, particularly to high performers in the organization.
Some of the career growth initiatives undertaken at InterraIT are:/at InterraIT are as follows:
The new joinees can take the benefit of being associated with a mentor from within the organization. This allows them to avail guidance from the mentor for their career growth and to align to the company culture. Mentoring scheme was recently launched as a pilot & learnings from the same are being used to devise a full-fledged activity in near future.
Each new recruit irrespective of being a fresher or an experienced recruit is allotted a buddy in his or her functional area, who extends hand holding support for the initial weeks. This allows the new recruit to feel comfortable not only in the project he or she is assigned to but also in the organization.
Consistent with the philosophy of “Hire for Attitude & Train for skills”, adequate training is imparted to all employees on various areas including onsite project trainings, technical training, management development programs and behavioral trainings. An employee can also avail of various general & specific purpose in-house knowledge sharing forums to get updated on new technologies and domains.
InterraIT has a talent review system in place, which periodically gauges the organization’s skill database. A Competency Development Approach is employed to harness the internally available resources to disseminate knowledge on emerging technologies & domains areas to other employees so as to ready them for anticipated future assignments. InterraIT’s proactive talent management methodology helps counter competitive threats and emerge as a winner in this “war of talent”.
InterraIT is amongst a handful of Indian companies to have its own in-house Toastmasters Club. What is unique about Toastmasters? There are no teachers. Members learn by doing and observing. It is NOT a training programme. Members take ownership over their personal growth and learning. Members work at their own pace and convenience.
How are the results achieved? The club creates a non-threatening, mutually supportive positive learning environment where members learn and practice speaking skills, listening skills, evaluation skills, facilitation skills, teamwork, leadership and humour.
InterraIT has flexible practices to accommodate feedback & requests from employees who wish to be assigned projects in areas of their choice. Based on business situation & needs, deserving employees are also placed on an accelerated growth path through job enlargement & job enrichment. For some of the promising InterraIT-ians, job rotation opportunities are offered to facilitate an alternative career path.
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