In a workshop of an EV (electric vehicle) company, a 24-year-old engineer sketches the blueprint for an electric vehicle battery that could revolutionise urban transport. She isn’t working alone. Behind her success lies a meticulously designed talent strategy that has transformed how companies cultivate leadership in India’s most dynamic industrial sectors. Success hinges not just on technological innovation, but on the ability to cultivate and retain exceptional talent. At Eka Mobility, an Indian electric vehicle company, talent management has become a strategic weapon in maintaining competitive edge.
“The foundation of any agile and thriving organisation is built upon the strength of its talent-management strategies,” explains Mohit Sharma, CHRO, Eka Mobility. “We are not just developing leaders; we are nurturing a culture of continuous growth and collaboration.”
This philosophy goes far beyond conventional recruitment and retention. Eka Mobility has developed a sophisticated approach that transforms talent management into a dynamic, strategic framework.
A structured approach to performance
Central to this strategy are functional scorecards that meticulously bridge corporate strategy with individual accountability. These are not mere bureaucratic checklists, but nuanced tools that incorporate the RHSK framework—Result, How, Support, and Knowledge—ensuring managers engage in meaningful dialogue with their teams.
The scorecards break down complex organisational objectives into individual Key Performance Indicators (KPIs) and Key Result Areas (KRAs), creating a transparent pathway for employee development. This approach allows for continuous alignment with business goals, making the organisation both resilient and adaptable.
Cultivating young talent
The ‘You Get Young Leaders’ programme exemplifies Eka Mobility’s forward-thinking talent strategy. By identifying high-potential graduates from prestigious institutes, the company creates a robust pipeline of future leaders. These young professionals aren’t confined to routine roles but are actively engaged in projects that test their skills, leadership potential, and cultural fit.
“By rotating our young talent across various functions, we gain insights into their strengths and align them with suitable career paths,” Sharma notes. The programme’s core objective is to provide clear visibility into potential growth opportunities, with a structured retention plan that keeps promising talent motivated and engaged.
Beyond traditional development
Eka Mobility’s talent development goes several steps further. The Graduate Executive Development (GED) programmes use a sophisticated 2×2 matrix to identify high-potential employees based on performance and potential. A nine-month programme immerses participants in cross-functional projects, leadership exposure, and challenging assignments.
“Potential is not just about delivering results,” Sharma emphasises, “it’s about the ability to grow two levels up within the next three to four years.”
At the middle-management level, the company employs advanced assessment tools, including psychological instruments, to identify ‘fungible talent’—employees capable of adapting across different roles. This approach forms the backbone of a strategic succession-planning framework that prepares successors for critical leadership positions.
A culture of innovation and collaboration
Collaboration is not just encouraged but embedded into the company’s operational DNA. Employees across functions work under shared goal structures, creating an ecosystem where individual success is intrinsically linked to collective performance.
A suggestion-driven platform invites employees to propose improvement ideas, with successful suggestions being rewarded and implemented. This approach promotes a culture of innovation that transcends traditional hierarchical boundaries.
Data-driven performance management
Technology plays a crucial role in this talent strategy. The Human Resource Management System (HRMS) serves as a centralised platform for tracking individual and team progress. Real-time insights into goal completion, feedback scores, and developmental discussions empower both employees and managers.
Regular employee feedback surveys provide actionable insights into managerial effectiveness and workplace sentiment, enabling proactive problem-solving and continuous improvement.
Rewards and recognition
A unique rewards structure incentivises exceptional performance. Employees contributing significantly benefit from variable-pay programmes and standard operating procedures that recognise and reward outstanding achievements.
Annual awards and recognition ceremonies celebrate employees who demonstrate exceptional commitment, inspiring a culture of excellence and continuous growth.
Eka Mobility’s holistic approach to talent management sets a benchmark for young, agile organisations. By fostering a transparent, collaborative culture that empowers employees to drive both personal and organisational success, the company is positioning itself at the forefront of the electric mobility revolution.
As industries continue to transform at unprecedented rates, Eka Mobility’s people-centric philosophy may well be its most potent competitive advantage.