In the fast-paced world of IT services, Birlasoft has composed a symphony of talent transformation and career development, harmonising the evolving demands of the industry with a culture of continuous employee growth. This carefully orchestrated approach, grounded in data-driven insights and employee empowerment, is not only reshaping workforce agility but also redefining how employees navigate their careers within the company.
A Symphony of Transformation
The call for transformation at Birlasoft came amidst digital disruption, shifting client expectations, and the rise of remote and hybrid work models. The company needed a fresh perspective to stay competitive, and the solution emerged in the form of the Talent Transformation Programme, a bold initiative aimed at aligning workforce skills with business demands. “Our business models were undergoing rapid transformation,” says Deepak Dobriyal, senior vice president, global talent management, Birlasoft. “HR needed to become more agile and proactive, anticipating talent needs to stay aligned with market shifts.”
The First Movement
This transformative journey began with a proactive approach. Birlasoft’s Talent Transformation Programme focuses on ensuring that talent is available at the right time, for the right roles, and at the right cost. It’s a carefully structured strategy, much like the first movement of a symphony—deliberate, calculated, and forward-thinking. By leveraging AI-powered analytics, the company forecasts future talent requirements, preparing for skills demand before it materialises. “We don’t wait for the demand to materialise,” Dobriyal explains. “We use data and AI to predict where the need will be, enabling us to build the necessary capabilities in advance.”
“Our business models were undergoing rapid transformation,” says Deepak Dobriyal, senior vice president, global talent management, Birlasoft. “HR needed to become more agile and proactive, anticipating talent needs to stay aligned with market shifts.”
Each year, a dedicated team is tasked with developing expertise in specific aspirational areas. These teams then train the broader workforce, ensuring that Birlasoft remains nimble and ready to respond to shifts in the market. The focus on multi-skilling enables employees to take on various roles, enhancing their adaptability and making the company more agile in navigating future challenges.
The Second Movement
While the Talent Transformation Programme focuses on agility, Birlasoft’s Career Mosaic adds a personal touch, offering a more individualised approach to career growth. Rather than following traditional career paths tied to job titles and tenure, Career Mosaic embraces a flexible, holistic view of an employee’s skill set. “Career Mosaic recognises the value of role specialisation and skill combinations,” says Dobriyal. It uses a fluid framework that matches employees to roles based on their evolving skills, creating a dynamic path for career development.
The platform tracks over 400 skill combinations, allowing Birlasoft to map employees to the roles that best suit their capabilities. For example, a full-stack developer might need a blend of programming expertise, project management, and problem-solving skills. Career Mosaic identifies these combinations and ensures that employees have the right mix to succeed in their roles. This flexibility ensures that employees are not confined to rigid hierarchies but can grow in ways that align with their interests and the company’s needs.
Career Mosaic also empowers employees to bridge skill gaps. If someone is interested in exploring a new area, they can pursue personalised learning paths and apply their knowledge through real-world projects within the company. “If I’m interested in a new skill, I can pursue training, and then refine it through real-world projects,” Dobriyal says. This system fosters engagement and motivates employees to take control of their career progression.
As Birlasoft continues to refine these talent programmes, the company is focused on measuring their impact. One key metric is talent fungibility—the ability to move employees across roles as business needs change. Another goal is reducing reliance on external hires by promoting internal mobility. “We’re monitoring how effectively we’re decreasing external recruitment and increasing internal promotions,” Dobriyal notes.
By early 2025, Birlasoft expects to have a clearer understanding of how these initiatives are influencing both business outcomes and employee development. “This time next year, we’ll have a better picture of how far we’ve come,” says Dobriyal, confident that the results will show the success of their proactive, personalised approach to talent management.
