To ensure that employees are equipped to meet the evolving demands of the financial services industry, Axis Mutual Fund has implemented a rigorous skills assessment process. This assessment helps identify current and future talent gaps, aligning employee development with the organisation’s strategic goals.
Internal mobility is a key component of Axis Mutual Fund’s leadership development strategy. As Himanshu Misra, Head of HR, notes, “By rotating talent across different functions and locations, we encourage cross-functional learning and promote career growth. Our targeted training programs for middle management are specifically designed to enhance their skills and prepare them for future leadership roles.”
Crucial components of L&D strategies
At Axis Mutual Fund, the Learning & Development (L&D) strategy prioritises both individual and organisational success. Himanshu Misra highlights the importance of aligning L&D initiatives with the organisation’s goals, creating outcome-oriented learning journeys, leveraging technology for enhanced learning, and fostering collaboration in program design.
“Our L&D efforts are intricately tied to our objectives of growth, profitability, and sustainability,” he explains. “By addressing skill gaps and focusing on specific competencies, we ensure that our training programmes not only enhance individual performance but also drive the organisation’s success.”
Highlighting the importance of technology in creating flexible, on-demand learning opportunities, Himanshu notes that technology-enhanced learning empowers employees to access training content at their convenience. This approach not only personalises the learning experience but also ensures scalability across programs, enabling the organisation to meet the diverse needs of its workforce while fostering a culture of continuous learning and adaptability.
Aligning L&D with business goals
By engaging in collaboration between the L&D team and business units, Axis Mutual Fund ensures that its learning solutions are practical and applicable to the workplace. “Our L&D strategy is dynamic, evolving with business needs and employee feedback,” Himanshu explains. This includes regular interactions with facilitators and open discussions about how skills learned can be implemented in their roles.
To measure the success of their programs, Axis Mutual Fund tracks key metrics like skill acquisition and learner engagement, integrating these insights to foster a robust culture of continuous improvement and learning.
Engaging and motivating employees
To encourage employees to take charge of their professional development, Himanshu Misra emphasises a range of learning opportunities at Axis Mutual Fund. This includes self-paced digital courses, mentorship programs, and in-person sessions tailored to various interests.
The firm also supports professional certification by covering costs, while regular check-ins by HR ensure employees remain accountable. By involving staff in the design of L&D initiatives, Axis fosters a sense of ownership. Misra notes, “Encouraging resilience helps our team view setbacks as opportunities for growth, driving their development journey.”
A dual focus on hard and soft skills
At Axis AMC, the development of technical skills goes hand in hand with cultivating vital soft skills like adaptability and emotional intelligence. Himanshu Misra highlights that their training programs seamlessly blend technical education—covering products, portfolio management, and compliance—with essential interpersonal skills, such as customer relationship management and negotiation.
Daily quizzes and weekly training led by experts further enhance adaptability to shifting market conditions. To support new hires, experienced employees mentor them through a buddy program, fostering an environment of knowledge sharing. Misra believes that these integrated strategies prepare employees to thrive in today’s complex business landscape, making them both technically adept and emotionally intelligent.