At Tata Communications, we prioritise continuous learning to drive innovation, productivity, and business impact. Our Learning strategy emphasises future readiness and supports our goal of becoming a global digital ecosystem enabler. Our comprehensive training and development programmes empower our employees to unlock their full potential. We foster a culture of meritocracy and excellence through regular performance and career development for all our employees. Our platform-based six tiered value-driven strategy balances the democratisation of learning to build or enhance capabilities that help us to maintain our position.
In FY23, we have seen significant momentum and demand for learning and development initiatives in the following domains:
Single/Multi-Domain Skill Development for high-value current/future business needs (business focused development)
Fostering a culture of continuous learning through democratised and personalised skill development, driving individual growth and career progression.
Encourage a culture of continuous learning to respond to rapidly changing skilling needs (organisation-focused learning)
Experiential skill development through on-the-job training for identified/chosen role-based targets for measuring business impact
Skill coach development for individuals to become Learning Organisation (LO) facilitators and internal coaches.
This learning interface serves as a comprehensive learning platform that enables our employees to pursue personal and professional development. With a range of multi-modal learning options, from byte-sized modules to deep-learning courses, TCLA empowers our employees to upskill, reskill, and cross-skill using world-class learning avenues accessible through a consumer-grade user interface.
TCLA provides industry accreditations, customised learning opportunities, and online resources like videos, podcasts, and books to promote a learning culture. TCLA supports self-paced and continuous learning, equipping employees with the skills needed for success.
Total learning person days
Total targeted skill development
Average learning person days
Our policies underscore our commitment to promoting professional growth and ensure that our employees are equipped with the necessary knowledge and skills to remain competitive in an ever-evolving work environment:
Our Global Certification Policy allows our workforce to pursue relevant courses aligned with our business needs and upon completion of the programme, the course fee is reimbursed. This policy proves to be an effective means for upskilling our employees on emerging technologies and market requirements, as evidenced by its steady utilisation over the years.
Certifications completed in FY23 across skill categories
The Education Assistance Policy is designed to encourage employees to pursue higher education from esteemed institutions with the goal of advancing in their careers and contributing to the Company’s success.
We are dedicated to developing critical skills across our value chain through capability development. We have implemented Role-Skill Academies, which provide a holistic approach to skill development for our employees. Our goal is to enhance the core and future skills required for each role, with Academy journeys ranging from 4 to 18 months. We use a blended learning approach, tailored to the context of each employee’s role, and track the impact on agreed-upon business metrics with Academy sponsors and function leaders who jointly own the academies.
Account Management
Product Marketing
Product Management
Solutions Engineering
Service Delivery
Service Assurance
Artificial Intelligence
Platform Development
Learn to Code
Employees developed as role-ready in FY 2023
Employees in the pipeline for FY 2024, across 123 unique roles
The Account Management Academy was initiated to assess and fill the skill gaps of global account managers. In collaboration with the Tata Management Training Centre, specific development journeys were designed for these managers, grooming them for future Client Partner roles. A pioneer batch of this programme was first launched in India for MM & SM enterprise sales audiences, including a comprehensive 4-month curriculum that covered strategic account management, value-based selling, problem-solving and commercial acumen. The programme also featured learning immersion activities, industry speaker sessions, and an Action Learning Project for practical skill application. International batches for the direct enterprise sales teams were introduced in February 2023 and are slated to end in ₹1FY 2024.
We established Learning Organisation (LO) to foster continuous informal community learning avenues through in-house experts on processes, skills, practices or our products or solutions. The in-house experts are either inducted into the Tata Communications Facilitators’ Club, where they pursue personal mastery through teach-back sessions to interested employees in their area of expertise; and are also responsible for creating digital journeys and managing Communities of Learning. All one-time facilitators also have avenues for teach-backs in their area of expertise to share their tacit knowledge in a variety of areas.
Sessions conducted
Participants over
Approx. saved by leveraging our internal experts
The Employee Engagement Survey demonstrates a high level of satisfaction among employees. This positive result reflects the effectiveness of our learning and development initiatives in driving engagement and fostering a culture of continuous growth within the organisation.
Employee Engagement Survey Scores
