Developing People Managers at Interglobe Enterprises ( Indigo)

IndiGo

Developing People Managers

January 2012

About us..

We are an aviation, technology, hospitality and travel-related
services company

©InterGlobe Enterprises Ltd. 2011. Confidential: Not for Distribution. www.interglobe.com

InterGlobe Journey
1989 1994 1998 2004 2006 2007, 2011

InterGlobe Air InterGlobe InterGlobe InterGlobe InterGlobe
InterGlobe
Transport Technology Technologies Hotels Established
Aviation
Quotient (ESTD)

InterGlobe InterGlobe InterGlobe InterGlobe InterGlobe Aviation InterGlobe
Air Transport Technology Technologies Hotels ‘IndiGo’ Established
Quotient

Largest airline Distributor for Integrated BPO JV with Accor Largest domestic THE ESTD is into
management Galileo and travel IT to build ‘Ibis’ low fare airline and luxury lifestyle
company in India and solutions provider hotels and to has commenced its segment with a
and the flagship Worldspan GDSs for global clients manage Accor international product portfolio
company of brands in South operations since ranging from
InterGlobe Asia September, 2011 executive jets to
luxury yachts,
sports cars to mini
submarines.

Change in our Brand Identity - 2011

Logo Inspired by our Multiplicity and
Dynamism, It reflects an alchemy of
Ideas and Attributes.

It expresses our three unchanging
values despite our changing
business contours:

Reflects Fluidity & Stability together; INTEGRITY
Change and Constancy together CUSTOMER ORIENTATION
FUTURE MINDEDNESS


People Agenda


What drives our People Agenda

Market Growth
• Fastest growing domestic market of
aviation in the world –15-20% Aviation & Airline Technology
•Volumes - 280 M passengers by 2020 Management
Business
Business

•Record order of •Increasing
•US$120 Billion investment envisaged by footprint in newer
2020 for new aircrafts & developing airport 180 more Airbus
global markets
infrastructure A320 planes
•International •Inorganic Growth
•More than 8 M tourist by 2020 – leading Operations
opportunities
tourist destination in south Asia;
Hospitality Business
•FY 12 Growth forecast of software and Distribution

services – 15 to 17%. •Aggressive growth Business

plans in budget •Market share
•Global MNC Center’s contribution segment of over 50 •Direct distribution
estimated 20-25%; count crosses 900 Hotels by 2015
•Long term through Airline
•Leveraging tier 2/ 3 cities, projected development
companies

addition of 2.5 Lakh jobs this year partners to Accor

* Data as disclosed in Hewitt annual report ©InterGlobe Enterprises Ltd. 2011. Confidential: Not for Distribution. www.interglobe.com


Market Dynamics • Young
• Gen Y – Spend centric
• Semi urban to Urban profile
• Career & Choice driven
Business Growth & • Demanding …..
Diverse challenges
• Diversity
Gender > 37%
Talent Demographics Age below 30 years 70%
Increasing Expats in the Managerial
Population

Competencies



Market Dynamics Competencies

Empowering and Developing
Facilitating Change and Innovation
Aligning Strategies and Systems
Business Growth &
Achieving Results
Diverse challenges

Talent Demographics Delighting Customers
Business and Commercial Acumen
Building and Nurturing Partnerships

• Organization Focus on highlighted
Competencies
competencies

•Weaving with our “Values” – Integrity,
Customer Orientation, Future Mindedness


IndiGo Stands for Three Things

on time

low fares

courteous, hassle free service

9

Committed to Deliver on our
Promise

Employees

Developing People Managers – Challenges

Classical Large operations organization

Rapid Growth

Geographic spread

Diverse managerial style

Cultural integration issues

Inconsistent employee experience

Insular outlook



Individual contributors need to be catapulted to manager positions

AOCS & IFS – very young managers

Engineering & Flight Operations – Tenured individual contributors
become managers in a short span of time

Similar Situation for Enabling Functions



Areas of gap:
Understanding of people processes & policies – Consistent
implementation

Difficult people decisions – managing career aspirations of young staff

Ability to translate the vision / experience that the manager himself
has & cascade the same down the line

Dedicating time to people development – since there are always
“Ops” pressures


“ifly”
“Ifly” is the name given to the Training Centre at IndiGo. Not just our call sign, it
denotes the ability of an individual employee to fly out to the open skies of
knowledge and skill enhancement
Vibrant Colours and an Innovative Ambience greet our visitors to “ifly”

Lounge and Walkways with a flair Unique Names of The Class Rooms

Integrated Leadership Development
Process

Development
Planning
Career planning
Identification of
Talent Pool
Potential diagnostics
PDP ratings of 2 years Validated by CEOs
 Driven by Corp / BU
 HPHP talent Pool
 LeadershipNEXT initiative  Validated by respective
 External Agency CEOs
 Tenure of two years
Assessments


Core Leadership Competencies

• Empowering & Developing
• Valuing People
• Achieving Results
• Aligning Strategies & Systems
• Delighting the Customer
• Facilitating Change & Innovation
• Business & Commercial Acumen
• Building & Nurturing Partnerships

Talent Classification
•Competency Based assessment

7 4 1
Defined Characteristics and
High

New External differentiated development
Hires action plans for each box

8 5 2
Medium

Talent under
Potential

Watch

9 6 3
Low

Incompatible Color coded boxes to show
Talent segmentation of Talent

Low Medium High

Contribution


Development Interventions – Airport Managers & In-Flight Managers

Managerial Excellence:

Airport Managers are trained on various scenarios – Regular &
Irregular operations to provide a Hassle Free & Courteous
Service and an On time Performance at the Terminal and at the
Ramp.

Developing Second line

Performance Counselling

Valuing People

Customer Orientation

Development Planning – GMs & VPs

Assessment
- Development Center
- Health Appraisal
- Competency Based Recruitment Program
- Competency testing Interviews
- Online OPQ Administration
Development Planning
- Dev Center facilitated , Inputs from LT & Group HR Head

Development Frameworks
- Being Coaches of Hi Perf- Hi Pot
- Internally Facilitated Mentoring by LT member
- Perspective Broadening thru National / International Forums
- Challenging Assignments & Projects as part of Development Plan
-

“Developing our People Managers”
Through our Leadership Programs, we endeavor to educate our Managers from Different
Verticals (on a single forum) to achieve advocacy of a common philosophy and encourage
sharing of best practices for People Management

Inspire Excellence: Our challenge is the age of our leaders who spear
head our teams. Our solution is not just a training program but a forum to
share ideas. Therefore, our Supervisors come together with the facilitator
to enable themselves to Give & Receive Feedback, Driving Positivity in
their Teams and Managing Conflict

Leadership EDGS: Our DGM GM population is run through an intensive
program on Developing Self (Self Introspection in Personal and professional
Life) and Enabling their teams (Planning & Execution, Evolving Ideas and
Collecting Information). Tools and Behaviours to Retain Employees is
emphasized upon

Development Planning – First Time Supervisors

Development Drivers

- Early Warning System
- Skip Level
- Performance Development Process
- Engagement Diagnostics
- Cost Drivers

IndiGo Stands for Three Things

on time

low fares

courteous, hassle free service

Aligning Employees

● President’s Blog: Instant connect with employees

● Feedback: IndiGo encourages feedback in an open and frank manner

● Town Hall: An open house by IndiGo president with employee interaction se at one of IndiGo
destinations every three weeks.

● Leadership Team Visits: Leadership Team travels across the country and meets our
geographically scattered people almost every quarter. Apart from giving out the business
updates and informing about where we are and where we plan to go, it has within its purview fun
activities like dinner, parties, sports event etc.
● Skip Meetings – Meetings facilitated by HR where in Leadership meet with team members of
their DRs

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Developing People Managers at Interglobe Enterprises ( Indigo)

Developing People Managers at Interglobe Enterprises ( Indigo)

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