Antarang 2024 by Curriculum and Training

Whats going well?

cnt2 — 2024-01-29 04:50:52 UTC

The clear division of verticals, more focused and core diversification.

praneeta — 2024-01-29 10:06:18 UTC

2024-01-29 10:06:42 UTC

Updated organization chart that includes vacant posts (For clarity)

How would be utilize and plan around our internal capacity before we add new members to the team?

praneeta — 2024-01-29 10:07:02 UTC

Direction

nafasat — 2024-01-29 10:07:08 UTC

Like the way we have put down the solution to a problem enabling all the stakeholders

2024-01-29 10:07:42 UTC

Have been able to build a better understanding of how the coming year can look like in tandem with the structures put down. This has also helped me build an understanding of where the current discussion and tasks I have will lead to.

Separate data centre roles for teams at ownership level. It may be of use to explain what ownership means and what a team will have for it.

Pratha_Shah — 2024-01-29 10:07:50 UTC

2024-01-29 10:08:16 UTC

There are alot of inter-verticle clash of tasks. We spoke of processess, SOPs, a flow chart kind of thing will help

kaulvani28 — 2024-01-29 10:08:38 UTC

We are learning from feedback and shortcomings, and focusing on depth along with the expanse of the program

Before hiring for new talent, would existing members be consider for high role?

2024-01-29 10:08:50 UTC

Alliances

Pratha_Shah — 2024-01-29 10:08:55 UTC

I like that there is a longer term and wider engagement with the work ecosystem as with partnerships we've seen without the industry ecosystem as well, often those aspirations may get lost.

2024-01-29 10:09:01 UTC

Continuous improvement of structures

clear timelines, clear communication

2024-01-29 10:09:17 UTC

2024-01-29 10:09:21 UTC

Long-term vision integrated into org structure

nafasat — 2024-01-29 10:09:43 UTC

How are we looking at involving internal teammates who have an interest in new roles?

Purposeful

Pratha_Shah — 2024-01-29 10:09:47 UTC

As opposed to previously made org structures, this seems to be the most purposeful to a vision of work and how they all come togethe, rather than how do we organise human resources.

2024-01-29 10:09:50 UTC

This could maybe be followed up (once smaller conversations are done) with a later session having how the resources (people, skill, etc) will be divided in the team and in extension how other teams will come into play.

How are we planning to allocate roles according to interest-based areas?

2024-01-29 10:10:23 UTC

2024-01-29 10:10:42 UTC

There was a section called "Advocacy", is it replace with "Alliance"? If yes, how is it different for the former?

Question I Have:

2024-01-29 10:10:53 UTC

Is our current development approach gonna change?
working with new verticals or teams, how can we achieve the learning or knowledge transfer with respect to delivery time.

Pratha_Shah — 2024-01-29 10:10:57 UTC

Given the team has diverse work ex duration in this place, it may be of use to share with all of us what growth entails - increments, promotions, lateral movements. Not specifcally, but what all is possible generally

kaulvani28 — 2024-01-29 10:11:10 UTC

At facilitator hiring, is it possible to have check for existing mindsets, so for the selected candidates, we have focus areas already known before we train them?

Inter vertical Relationship

nafasat — 2024-01-29 10:11:17 UTC

After seeing all the vertical charts its clear that there is going to be many inter vertical work, From the start itself can we build an SOP for each area?

2024-01-29 10:11:52 UTC

Like last year, will we have clarity on how many members are required in each verticle?

kaulvani28 — 2024-01-29 10:12:03 UTC

Who will be working on the gender inclusive curriculum? Within PPD and across verticals

2024-01-29 10:12:08 UTC

I can see a lot of inter vertical elements and also a lot of new design elements on the curriculum also, how are we looking to upskill the members of the team?