Learning & Development
Leading organisations get to where they are through a constant journey of learning and development. Development of Human Capital is in our heritage. For decades we have been investing in our people, building their capabilities and elevating their calibre with best in class offerings. The Group is actively seeking to provide employees with a working environment that: encourages diversity; stimulates innovation, teamwork, learning and improvement; and rewards individual performance solely on merit.
DAL group’s L&D function provides strategic values, skills, business insights and information at all levels of the Group. The objective is that when applied to work it will result in enhanced individual performance and hence business performance. The success of our L&D can be increased by streaming and standardizing systems and processes, leveraging resources & technologies and centralized and decentralized efforts.
DAL Group offers three learning solutions, which can be categorized as the following:
Company Core Programs
these are key programs to enhance core skills and knowledge such as personal effectiveness, communication, customer orientation, leadership and management.
Function Core Programs
these courses develop skills and build knowledge for jobs connected specifically to DAL such as sales, marketing and finance skills.
Business Specific Programs
are business unit specific technical program
Talent Management
DAL Group always attract the right talents for the right positions
Talent Management has become an important business priority for our Organisation and this has enabled us to design a focused talent management process that cuts across the entire talent management value chain.We have defined a dynamic and integrated process which enables DAL to attract the right talents for the right positions, to develop and retain the best talents needed to meet our strategic objectives, deploy these talents to meet various opportunities within and across business areas and support the talents with on-going development interventions through coaching and mentoring to ensure successful career experience.
We develop our talents using a process-driven approach which involves assessing the ability, competence or potential related to inherent current and future leadership responsibilities and transitions. Our talent assessment tools also provide us with objective benchmark for making decisions regarding talent’s readiness and potentials for assuming future leadership roles.
To continuously keep our talents refreshed and engaged, we have designed an on-going development strategy that is hinged on our leadership competencies, which are aligned with individual personal development plans. Support structures like formalised mentoring and on-going development feedback have been incorporated into our talent and leadership development strategy.
Leadership Development
Assessment Development Retention
Our leadership development approach follows three key processes:
Assessment:This is the first step in the leadership development approach. It involves a process for assessing the ability, competence or potential related to inherent job requirements. The assessment helps in making selection and/or development decisions concerning current and future responsibilities.
Assessment presents useful tool for making decisions regarding talent’s readiness and potentials for both current and future roles.
Ensuring specific continuous informal and formal learning and development programmes of current and future leaders of the Organisation. This includes various experiences that can be used to build sufficient readiness and depth in job positions/roles for the purposes of bridging identified competency or capability gaps.
Retention:This involves all activities aimed at developing and implementing practices that reward, support and engage key talents within the Organisation. Communication with the members of the talent pool through various engagement sessions forms a critical retention agenda across the DAL Business Divisions.