Revamping FI-Sytle!

FIS Global Business Solutions has made its debut on the ranking space with a bang this year with a revisit of its every policy to make a difference. One of the major moves was clubbing of the IT and BPO HR departments that helped to synergize a lot of best practices and also enabled a lot of sharing.
One clear focus of investment for last year was in various training activities for behavioral training for entry level and mid level employees. There was an active involvement in product and domain training too. FIS re-jigged and activated Netg, its e-learning platform, making it much more simplified to enroll and easy for employees to link it with their career graph. The learning and development ladder at supervisory, team leader, and managerial levels witnessed a major re-investment through a program called Ladders in Learning. Also, orientation programs namely, Team Coach Orientation Program (TCOP), Team Leader Orientation Program (TLOP) etc, formed the pillar of support for employees to a major extent.

Not restraining itself with training activities alone, FIS introduced informal 360which is a confidential reportas a development exercise at the supervisory level. Even a leadership competency mapping program was held to help employees understand what is expected of their function, importance of their role and chalk out their future career path in the company. This is being conducted independent of the US headquarters with the aid of Wright Management. To ensure that an employee is content and there are high retention levels, FIS conducts SKIPS and PULSE on a regular basis to gain an insight on what ails the employees.
FIS takes pride in the fact that despite recession, there were neither any cuts in offsite budgets nor did employees have to let go of Legos (Lets Go) or location parties. Various types of rewards, awards, and recognitions like FAIM, etc, were conferred on employees to convey the message that their efforts are valuable.