Our people development system follows a scientific process on three fronts:

	Need Identification
	Design and Delivery
	Effectiveness Measurement

Realising that need identification is not an isolated sub-set of the performance management system for an organisation, we derive focused needs from a variety of sources that enable SRF to arrive at the real developmental needs. These are addressed through customised design, delivery of training programs and other developmental initiatives. The development loop is closed through a scientific system of measuring training effectiveness that feeds in to the next design cycle.

At SRF, we believe that leadership is a quality that can be developed. We follow a strength-based methodology of identifying and developing leaders within the organisation. Emphasis is paid on developing leaders adept at the SRF Management Way, and appropriate opportunities are provided to them to utilise their leadership skills. We are in the process of instituting a Leadership Cadre where we will create a pipeline of individuals to man our key leadership positions.

Being a market leader in technology, we understand that technical and domain capabilities need to go hand-in-hand with managerial skills. Our technical training initiatives are designed to enhance the technical skills of our employees, thus allowing us to retain a dominant position in the highly competitive marketplace.

Our developmental activities don't stop at the managerial levels, but percolate down to our 'Non Management Staff'. We have implemented a one year long Management Education Program for our employees for their overall development.

In all, our People Development methodology is a combination of developmental assignments, instructor led training, coaching, on the job modules, development centres and participation in special project teams to enable employees to continuously learn and develop.