Global Awards for Leadership and Excellence 2025: Celebrating People and Processes

At SG Analytics, continuous learning is not just encouraged—it’s embedded in our DNA. Every employee’s goal sheet includes a 5% weightage for learning, independent of mandatory modules. We’ve institutionalized the G25 initiative, requiring a minimum of 25 learning hours annually. From Day 1, our R.I.S.E Program (Rapid Integration and Skill Enhancement) sets the tone with sessions on company values, workplace skills, and inclusive practices.

Our learning calendar offers workshops on emerging tools like Gen AI, Tableau, Power BI, and more. Through our Employee Education Policy, we support external certifications such as CFA and PMI, with dedicated budgets to empower upskilling. Career-linked bootcamps led by internal experts help employees grow into new roles, backed by rigorous assessments and business impact tracking.

Each learning journey spans 30–35 hours, culminating in certification based on performance. Importantly, learning at SG Analytics is a shared responsibility—driven by employees, supported by managers, and enabled by the Learning team. This holistic approach ensures that learning is not a one-time event, but a continuous, measurable, and rewarding experience.

At SG Analytics, we believe that true professional excellence stems from a balanced development of both technical and behavioral competencies. Our L&D strategy is built on this foundation, ensuring equal emphasis and structured growth in both areas. Technical skills are mapped to each employee’s role through our proprietary Skill Matrix, which tracks proficiency levels and highlights gaps. These are addressed through targeted internal programs led by subject matter experts, with progress monitored and accessible to leadership.

Behavioral competencies are similarly mapped and developed through initiatives like our Manager Capability Development Program, which blends soft skills—goal setting, delegation, coaching—with practical capabilities such as interviewing, project management, and HRIS navigation. Competency frameworks are tiered by role and hierarchy, ensuring relevance and depth at every level.

This dual-focus strategy ensures that our employees are not only technically sound but also equipped to lead, collaborate, and grow holistically. It’s a dynamic, data-driven approach that aligns individual growth with organizational success.

“Learning at SG Analytics is a shared responsibility—driven by employees, supported by managers, and enabled by the Learning team.”

One standout initiative at SG Analytics has been our Data Analytics Bootcamp, a transformative program designed to build technical capabilities from the ground up. What makes this program unique is its success in upskilling employees from non-technical backgrounds—specifically those from commerce streams within our Data Solutions practice—into proficient data professionals. Led by our internal experts from the Data Analytics and Data Engineering teams, the 50-hour journey combined self-paced learning with weekly live sessions for doubt resolution and concept reinforcement. Topics covered included Python, SQL, NumPy, and SciPy. Post-assessment scores determined specialization tracks—Data Engineering or Data Science—ensuring personalized learning paths. This fully virtual program not only bridged skill gaps but also enabled participants to transition into live project deployments, showcasing real business impact. It’s a testament to how structured, inclusive, and well-supported learning can unlock hidden potential and drive meaningful career growth.

At SG Analytics, learning journeys are thoughtfully designed to reflect both the function and role of everyone. These journeys are aligned with business needs and reviewed regularly to ensure relevance and impact. Each path clearly outlines the learning milestones and estimated timelines for progression, based on performance and skill acquisition. We offer differentiated programs for various talent segments—individual contributors, first-time and tenured managers, manager of managers, and the leadership team. For example, capability development programs focus on core skills, while leadership development journeys are tailored for succession planning and talent readiness. Customization goes beyond content—it’s about context. Programs are co-created with This collaborative approach ensures that every employee, regardless of level, has a clear, personalized path for growth and advancement.

At SG Analytics, innovation in learning is a continuous journey. One of our most exciting upcoming initiatives is the automation of our Skill Matrix using Generative AI. This will revolutionize how we identify and address skill gaps across the organization. By leveraging AI-driven assessments tailored to an individual’s current proficiency, we’ll be able to dynamically assign relevant courses and track progress in real time. Post-learning, employees will undergo reassessments to update their skill profiles, ensuring a living, evolving view of their capabilities. This intelligent system will also enable talent mapping, helping us identify internal candidates for open roles based on their readiness and skill alignment—creating a seamless bridge between learning and career growth. This innovation not only enhances personalization but also strengthens our talent mobility and succession planning strategies. It’s a bold step toward making learning more adaptive, data-driven, and impactful.