While talent acquisition and innovation continues to be a battlefield across sectors, a silent revolution is unfolding within the walls of Metropolis Healthcare, a popular diagnostics chain in India. Here, learning isn’t just a buzzword or an occasional seminar; it’s a way of life, carefully woven into the fabric of the organisation’s culture. This is the essence of ‘Shikshantar’, a Sanskrit term signifying ‘the pinnacle of learning’. It is a comprehensive learning agenda meticulously crafted to empower every employee to reach their full potential.
“At Metropolis, we firmly believe that knowledge is the cornerstone of progress,” declares Ishita Medhekar, chief people officer, Metropolis Healthcare. “Shikshantar embodies this belief, steering our entire Learning and Development (L&D) strategy towards building a formidable knowledge pool.”
The journey begins with a structured cycle – identifying needs, executing plans, reviewing outcomes, and refining processes – a seamless flow that ensures continuous improvement. But what truly sets Shikshantar apart is its innovative blend of personalisation, sustainability, and a relentless pursuit of excellence.
“At Metropolis, we firmly believe that knowledge is the cornerstone of progress. Shikshantar embodies this belief, steering our entire Learning and Development (L&D) strategy towards building a formidable knowledge pool.”
Ishita Medhekar, chief people officer, Metropolis Healthcare
“Shikshantar is more than just a series of workshops; it’s a continuous journey of growth and evolution,” emphasises Medhekar. “By integrating learning into our everyday experiences, we’ve created a culture where knowledge isn’t just acquired — it’s lived.”
At the heart of this initiative lies the revolutionary concept of “70-20-10”: 70 percent on-the-job learning, 20 percent peer learning, and 10 percent formal training. This holistic approach ensures that learning isn’t confined to classrooms but permeates every aspect of work life. Moreover, the programme leverages internal Subject Matter Experts (SMEs) through Train the Trainer (TTT) initiatives, fostering a culture of knowledge sharing and sustainability.
“Our goal is to create a culture where every interaction is an opportunity to learn,” explains Medhekar. “Whether it’s a conversation with a colleague or a project presentation, every moment holds the potential for growth.”
A hallmark of Shikshantar is its relentless pursuit of excellence. Unlike traditional training programmes, Shikshantar doesn’t end with a single workshop; it evolves over time, with each intervention progressing through different versions. Starting from the basics, each programme matures gradually, ensuring that learning initiatives are not just one-time events but ongoing processes.
“Our aim is to create a culture where every individual is committed to continuous improvement,” asserts Medhekar. “By fostering a growth mindset and providing the necessary tools and support, we empower our employees to thrive in an ever-changing world.”
But the success of Shikshantar isn’t just measured in terms of individual growth; it’s about creating an inclusive and accessible learning environment for all. Through initiatives such as career helplines and structured career paths, Metropolis ensures that every employee has the opportunity to grow and thrive, regardless of their background or role.
Take Udaan, for instance — a programme designed to groom high-potential talent for critical roles within the organisation. Once identified, these employees are enrolled in academies tailored to their development needs. These academies serve as learning grounds where participants acquire the necessary skills for their future roles through assessments, feedback sessions, and hands-on experiences.
“Our primary objective is to fill 60 percent of internal positions with internal talent,” reveals Medhekar. “Achieving this target requires significant grooming, coaching, and guidance to prepare individuals for future roles.”
Beyond formal training programmes, Metropolis fosters a culture of continuous learning through initiatives such as cross-functional teams (CFTs). These teams bring together individuals from various functions to collaboratively solve specific business challenges, providing top talent with invaluable opportunities to broaden their skill sets and network with colleagues across the organisation.
Looking ahead, Metropolis aims to establish itself as an academic institution, nurturing future talent through partnerships with academic partners such as Delhi Skill and Entrepreneurship University. By establishing its own academy, Metropolis hopes to train and develop fresh talent for upcoming roles, ensuring a steady pipeline of skilled professionals for the future.
“As an organisation, our goal is not just to adapt to change but to drive it,” concludes Medhekar. “Through initiatives such as ShikshaAntar, we’re empowering our employees to embrace the future with confidence, knowing that they have the knowledge and skills to succeed.”