Development and growth

We have an wavering focus on continuously upskilling our workforce. This is not only a competitive necessity for us, but also an investment in personal growth of all our employees. We genuinely believe that meaningful work, with opportunities to learn and develop oneself, is fundamental to employee engagement.

Our L&D endeavours are strategically aligned to harness the full potential of our workforce:

Culture of innovation, Contribution, and Development
Empowering the current & future leaders of ACT to create an inclusive place to work for all
Celebrating the uniqueness of all aspects of realizing the potential of frontline supervisors through development and coaching
Enabling people from the external environment as well to realize their full potential

Programmes & initiatives

New Hire Training

Every new team member undergoes a comprehensive induction process that provides deep insights into our organization's ethos, culture, values, and operational methods. Following this initial phase, new hires transition into an "Assimilation" phase within their respective functions, where they partner/shadow seasoned team member to learn the ropes of their role.

- Culture of innovation, Contribution, and Development
- 21-day customised learning track for Frontline executives, with performance support and guidance for the first 3 months.
- One-to-one functional induction for all Manager+, culminating in 4 day Manager Assimilation Session with ExCom.
- Specialised learning track for Engineering/Finance/Management trainees for the first 6 months.

Foundational Trainings

- Every year, all eligible employees are expected to go through fundamental trainings on ACTs Values & Ways of Working. These trainings strengthen our commitment to a safe, positive & compliant workplace.
- Topics include Road Safety, Work Safety, Customer Premise Behaviour, ACTWAY, Organizational Behaviour & POSH.

Individual Development Plan

For every employee at ACT, every year we conduct a detailed training need analysis through tests and manager feedback. Based on this, and individual development plan for each individual is created to cater to their functional or behavioural skill gaps.

Monthly training calendar are published at all locations with employees invited to attend trainings matching their IDP needs.

Leadership Development

ACT Leadership Academy - Based on the Behavioural Competency Framework for Managers & ACT, we conduct monthly training sessions in partnership with external SMEs to nurture and empower leadership skills at ACT.
A similar version of the programs is offered to all Team Leaders and mid-level management as well as part of “Supervisory Development Track”
Manager Webinar Sessions - Keynote sessions with eminent scholars or industry veterans to discuss the best practices and innovative trends on business relevant topics.
Critical Role Interventions - For certain critical managerial roles, we conduct an yearly 4-day event to focusing on important and common functional/behavioural capabilities. This is also an opportunity for these individuals to connect with ExCom to align expectations and garner support.

Frontline Certification

Due to the nature of continuous innovation of our company, with new best practices being implemented every month, every member of our frontline is tested yearly and certified on their functional knowledge and ability. This enables us to identify knowledge and skill gape and take developmental actions to prepare them for their role.

Hi Potential Development

During the annual Talent Review Process, we identify the high potential individuals and onboard them on a specialised learning journey to fast track their growth. This six-month learning journey includes:
1.    Campus immersion in a top B-school
2.    Access to state of the art e-learning content
3.    In-house learning sessions by senior leaders
4.    Action Learning Project with a dedicated mentor