Nurturing Talent

At Citi, talent is a key component of our business strategy. Our people create our success. We see talent development as an Investment and our programs are designed to help every employee fulfill his or her potential. Our employees benefit from a rigorous and structured development programme, which is reinforced through training, on-the-job experience, coaching and mentoring programs.

Citi Talent Strategy believes in not just identifying hi-potential talent, but matching critical roles that deliver our business goals with our key talent. Our high potential talent is selected through exemplary display of our leadership standards and core principles.

We believe that this is done by continuously calibrating our business goals and evaluating our key talent, refining and analysing all parts year on year to deliver our core objective of developing people. Our interventions are different at each level.

On one hand, while we have customised programs for our key talent, we also believe that talent at all levels of Citi needs to have minimum leadership skills to build what we are very proud of: the Citi leadership series, targeting at all levels of leaders through the leadership pipeline.

Citi Learning India endeavors to create an enabling learning environment and build expertise to execute best in class learning interventions in strong partnership with business. At Citi, we believe in learning programs based on employee demand rather than one-size-fits all model.

At Citi we have a clear and effective talent management strategy, identifying, engaging and retaining our talent through a culture of high performance and talent recognition. We have a series of bespoke individual and collective interventions aimed at engaging with our talent across the franchise and developing the pipeline of talent required to ensure the future success of our company.

Citi offers various developmental programs for identified hi-potential employees. These employees undergo planned interventions designed around:

  • Education - Training for Knowledge, Skills and Behavior learning programs
  • Experience - Through projects, stretch assignments, job rotations
  • Exposure - Through mentorship, coaching, performance feedback programs

While at an individual level, these systems provide both information and transparency, at an organisational level, these are a valuable management information tools to help plan our talent initiatives including development programs, mobility of key talent across geographies or businesses and calibrate our succession planning processes. These systems also help us embed talent and learning as a part of the overall HR system and framework with relevant linkages to performance, compensation and retention.