As industries evolve, the skills required to thrive in the workforce are undergoing a significant transformation. Hybrid learning models, personalised development pathways, and technological adaptability are reshaping how employees are trained and prepared for the future. In this context, sustainability and digital transformation have emerged as critical drivers of workforce development. Manika Awasthi, Chief People Officer at Compass Group India—a global provider of food and facility management services —emphasises the importance of aligning employee training with these evolving demands. With initiatives like Gurukool, designed to offer client-specific and immersive training experiences, Compass Group India aims to enhance both career growth and operational excellence. In an exclusive conversation with All Things Talent, Awasthi discusses the role of hybrid learning, the growing need for technological adaptability, and how organisations can prioritise sustainability-focused upskilling to remain competitive in a fast-changing landscape.
Q/ How do you see hybrid learning models shaping the future of workforce training, particularly in balancing flexibility with deep skill acquisition?
Learning and upskilling continue to be among the top attraction and retention strategies, gaining more importance for Gen Z. Employees today are looking at learning in a model that is Snackable —quick, on-the-go, and involves 360-degree learning. They want consistent learning to stay relevant and ahead of the game.
With emphasis on the blue-collar employees specific to our industry, learning models need to be further tailored allowing for task-specific content to build core functional and technical skills, including micro-learning modules, and possibly allow for localised customisation and multilingual support. To support continuous learning and build a learning-centric organisation, efforts should focus on creating clear pathways that demonstrate how frontline employees can advance to supervisory roles by acquiring targeted skills through hybrid learning programs and hands-on experience.
Q/ Could you elaborate on how client-specific training programs like Gurukool impact employee career progression and operational excellence?
Client-specific training initiatives like the Gurukool Skill Centre equip employees with essential skills and knowledge to excel in their job roles. Tools like the ‘Training Passport’ ensure structured learning within the first 90 days, with modules on hospitality excellence and behavioural skills, driving superior customer service and satisfaction. Week 1 assessment filters trained employees for deployment, while periodic evaluations enable continuous improvement.
A comprehensive 6-day orientation builds employee confidence. By integrating career development training into Gurukool, employees gain clarity on their growth roadmap, fostering a learning-centric culture that supports career progression and operational excellence.
Q/ Technological adaptability is becoming increasingly critical. What strategies or tools are you adopting to ensure employees are equipped to integrate emerging technologies seamlessly into their roles?
To ensure employees seamlessly adapt to emerging technologies, we need to create a culture of continuous learning and make that a part of the larger organisational goal. Technology serves as an enabler of this vision. By personalising learning pathways to align with organisational objectives and individual employee aspirations, we can make technology adoption easier and more intuitive. Integrating learning tasks that are directly connected to employees’ current projects or responsibilities helps them understand the immediate impact of what they are learning. While AI remains a key buzzword, practical education on its applications is essential. For example, tools like ready reckoners for performance assessments or leveraging Gen AI for drafting policies demonstrate actionable use cases. Through such strategies, we can empower employees to adopt technologies effectively, ensuring they remain agile, skilled, and future-ready in a rapidly evolving talent landscape.
Q/ As sustainability becomes a key focus across industries, how do you integrate upskilling in sustainable practices into your workforce development plans?
Sustainability is at the core of our organisational purpose— ‘Shaping a happier, healthier, and sustainable world, every day’. We have outlined clear sustainability goals in our bottom line. Our key focus areas include safety, food waste reduction, carbon neutrality, and green audits, with defined metrics to measure performance and track progress. To support this, we integrate upskilling in sustainable practices through tailored training courses, particularly in safety domains, to ensure adherence to safe and sustainable work practices. By embedding sustainability into daily operations and workforce training, we empower employees to drive meaningful change, aligning their contributions with organizational and global sustainability goals.
Q/ Looking ahead to 2025, what do you consider the top three skills that organisations across sectors should prioritise to stay competitive, and how can leaders foster these skills within their teams?
Adaptability, Agility, and Continuous Learning: The fast-paced nature of technological advancements necessitates a workforce that is adaptable and committed to lifelong learning. Leaders can foster this by offering micro-learning, reskilling programs, and recognising growth-mindset behaviours to build organisational agility.
Empathy and Inclusive Leadership: Building strong, diverse teams and leading a multi-generational workforce requires leaders and employees to work inclusively and empathically. This would require continuous interventions towards building a diverse and inclusive mindset—driven through training interventions, coaching and mentoring, and cross-team collaborations.
Technological Proficiency: With the rise of AI and automation, proficiency in digital tools and emerging technologies is crucial. Organisations must focus on upskilling employees, ensuring they can leverage these tools effectively. Companies must offer regular upskilling programs and integrate the latest technology in daily workflows.
