HexaVarsity - Hexaware

Nurturing a Learning Culture to Help Employees Succeed

In an industry that witnesses high attrition rates, Hexaware’s attrition rate is the lowest in the industry and we have a successful track record of making people stay for more than 10 years. This is a result of our unique work culture and our holistic development focus that seeks to develop both the technical and soft skills of our consultants. Our skilled and ‘always learning’ workforce nurtured by HexaVarsity our corporate university plays a crucial role in our exponential growth.

To nurture a learning culture, enabling people to grow and succeed

HexaVarsity’s Objectives

  • To equip employees with the right skills to make them effective in their current roles.
  • To foster employee growth by preparing aspirants for their desired roles.
  • To train employees in multiple contemporary skills to eliminate obsolescence and provide Hexaware with a business advantage.

Hexaware has launched a ‘LearnToGrow’ initiative that creates and nurtures a transformative learning culture. These initiatives have helped to drive innovation, enabled our employees to develop specialized skills and help in improving the overall learning quotient of the organization. We have designed our learning initiatives into enterprise level initiatives and engagement level initiatives (see Figure.1). The enterprise level initiatives can be applied across the organization, while the engagement level initiatives are specific to customer accounts.

Hexaware Learning Initiatives

Figure 1:Hexaware’s Learning Initiatives

Organizational Development (OD) Initiative: Ignite

With the organization poised for growth and its associated structural reorganization, our leaders must be equipped with skills needed to succeed in their roles. Through our organizational development initiative, Ignite, we help employees develop their potential. It is a program focused on competencies and is built around various performance indicators (KPI) or primary competencies such as accountability and ownership, strategic thinking, planning, collaboration, and customer focus (see Figure 2).

Ignite designs and delivers a leadership development program that reenergizes employees to take proactive actions. The program polishes and sharpens employees’ competencies, boosts their leadership skills and enhances their creativity. In addition to these ignite programs, we have also designed special role-based programs such as design thinking, consultative-selling, negotiation skills, and key account management. These programs are delivered across Hexaware using a blend of methodologies such as instructor-led training (ILT), virtual learning and e-learning.

Organizational Development OD Initiative

Figure 2: Performance indicators for OD initiative

Behavioral, Management and Leadership Programs-Ignite:

Our behavioral programs (depicted in Fig.3) are competency-focused and are built around the core competencies identified within our organization. The programs are classified into:

  • Custom skills suite: customized programs in response to specific requests or requirements
  • Soft skills suite
  • Management and leadership skills suite

Our behavioral programs cater to a variety of roles and functions – from freshers to the middle management and from delivery to enabler groups. The programs are delivered using a blend of ILT, virtual, tool-based, and e-learning techniques.

Behavioral Program Classification

Figure 3: Behavioral Program Suite

Technical Competency Development Program (TCDP)

TCDP using our unique Technology Quotient (TQ) framework and technical competency dictionary, identifies the competency needs of the organization. The roles and competencies are mapped along with the required proficiency levels across all horizontals and verticals.

The program has identified 15 key domain and technical competencies, and the dimensions that define the scope and the coverage of each competency. Each competency includes five proficiency levels, ranging from basic to expert. The TQ framework maps the competencies to the roles defined in the organization.

The TCDP is used in conjunction with our career management system to identify the development programs and assessments, which correspond to each role. These assessment programs are required for progressing to other roles across linear and lateral paths.

Fresher Training Program (FTP)

The FTP is a program for fresh engineering and non-engineering graduates who are recruited directly from campuses or through off-campus recruitments.

The programs’ objective is to bridge the perceived gap between the education imparted in colleges and that expected by the IT industry. It also aims to impart the skills required for effectively addressing business challenges. FTP Training is delivered in two phases including foundation training and technology or domain training (see Figure.4).

Phases of the FTP Training

Figure 4: Two phases of FTP

After the successful completion of the foundation training, trainees are allocated to various technology streams based on their skill sets and the business requirements of the organization. The trainees then undergo the technology or domain training (see Figure.4).

Assessments are conducted at various stages of foundation and technology or domain training. The trainees are inducted into delivery units after successful completion of FTP foundation and technology training as well as assessments. The trainee evaluation methodology comprises technical and behavioral aspects such as professionalism, attentiveness, and teamwork.


The world is rapidly moving away from one-source regimented learning processes to formal or informal enterprise-wide collaborative processes. Collaborative learning can work only if the employees learn from their peers and give knowledge back to their peers. Link-N-Learn is a peer-to-peer learning initiative, which promotes sharing, and learning across multiple business aspects such as best practices, experiences, solutions, challenges and success. This program is oriented toward middle and senior management consultants.

Customer Centric Talent Development Program (CTaDel)

The CTaDel program aims to make employees work on the account that they are assigned. It also plans to support continuous learning for existing employees assigned to a particular account.

This initiative is account specific and completely focuses on the exclusive needs of the customer. HexaVarsity works closely with each customer account to meet specific customer needs. Various customer-centric talent development programs, which cover technology, domain knowledge, language, behavioral skills and other account specific requirements, are crafted for Hexaware consultants working across the globe. The training is imparted by leveraging a combined learning approach including e-learning, ILT and on-demand seminars.

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