Our brand philosophy is Empowering Human Ambition
In an exclusive interview with BW People, Tojo Jose, CHRO, Muthoot Fincorp Limited talks about the training process, Expansion plans, and Employee policies at Muthoot Fincorp. "We have committed to train 3000 candidates within the next 1 year." Says Jose in the interview.
1. What is the first phase of the assessment for the training process?
The Assessment process happens at two stages - the first assessment is the pre-screening process conducted by Training Partners based on which candidates are shortlisted and then MFL conducts panel interview for assessing the suitability of candidates for the job role and our company. The selected candidates are then on boarded for the training programme and at end of 290 hours of training the assessment by BFSI SSC takes place which is a written test based on the training content. Thereafter MFL conducts a final round of assessment of certified candidates before on-boarding them to our branches.
2. How will you create a platform to train 10,000 people in the next 3 years? What are the strategies for the same?
As on date, we have impanelled 7 Training Partners Pan India who are experienced in conducting BFSI courses under PMKVY Programme for running this project. We have designed a competitive and rigorous curriculum of 290 hours which has been approved by BFSI SSC. Since only trainers certified by BFSI SSC are eligible to conduct the training programmes we got our in-house trainers certified by BFSI SSC on this curriculum for becoming Master Trainers. Our master trainers have in turn been training the trainers of the impanelled TPs in the TOT (training of trainers) being conducted by BFSI SSC.
3. How do you plan to bridge the skill gap and fulfill the requirement in BFSI industry?
We plan to bridge the skill gap by identifying the right candidates who have the aptitude to be trained for the BFSI industry and imparting them with the skills and the knowledge required to become effective Loan Processing Officers. Our various Infrastructure/training partners will help us find those candidates. Though a degree in commerce will be preferred, any graduate with a minimum of 55% marks can apply for the program. The curriculum for the training, as mentioned before, has been designed and developed by us based on the BFSI approved training topics and methods. The training partners will train the candidates on various skills, such as sales and marketing, soft skills, customer orientation, and communication skills. After the candidates have successfully passed all the assessment level, MPG will take a final interview basis which they will get offer letters.
4. What are your plans for the next phase of the programme?
We had started with the training in July and 30 batches comprising of 750 candidates are undergoing training currently in various locations spread across the country. We have committed to train 3000 candidates within the next 1 year and train the remaining over the next two years.
Each batch consists of about 20-30 students. Post training, each batch that completes the course undergoes an assessment on the course content based on a test which will be conducted by BFSI SSC. Post the assessment, MPG will interview the selected candidates and absorb minimum 80% of the certified candidates.
5. Do you think experience and skill development is more important than qualifications? How?
While qualification is important as a minimum qualifying criterion, acquiring the right skills needed through training, exposure, experience, and self-development are crucial for the success of the individual in the assigned role. The minimum stipulated qualification will give the candidate the necessary foundation to acquire the skills required to become effective and efficient in carrying out the job role. Thus, to be successful both are important and not one at the expense of the other.
Our brand philosophy is Empowering Human Ambition and we are committed to help the common man achieve their ambitions and live a better life. The partnership with NSDC is a testament to our focus on empowering the common man and helping the youth of India be prepared for a competitive future. As the industry is evolving, it is essential that young India has the right skills to succeed and with our rigorous curriculum, we are confident to help them be job-ready from the first day.
6. As a people’s leader, what do you think are the best employee engagement policies one should adopt?
I believe that one of the best ways to increase employee engagement is to promote education and learning at the workplace in a fun manner. Employees (especially Gen Y) always appreciate efforts by their organization to further build their skillset and bolster their development – continuous upgrading of skills and capabilities. For that, organizations can set up training sessions that involve employees and impart training in an interactive way, especially in the emerging trends. There can also be different modes of learning like e-learning, app-based learning etc, to keep the employees engaged and upskilled continuously.
Another initiative that employers can do to keep the workforce motivated is to offer and involve employees into new projects and opportunities which they have not done before. This also builds a learning environment within the organization and gives employees a chance to learn new things and engage with different stakeholders of the organization.
Most importantly employees should know the purpose of the company and the individual’s role in fulfilling the Mission and Vision of the company. When the employees understand the same, then they are on a mission to accomplish the same and not just doing a 9 to 5 job.