Teams are the pivot of a Process based Organisational Structure. Hence team orientation has been given major emphasis at Aksh. Organisation working is a Team effort wherein every members contributes towards achieving the objectives of the organisation. Therefore consolidating the team spirit is an ongoing endeavour. The rationale of this objective is to create synergy by defining individual roles and responsibilities and thereby achieving the organisational vision.

The essence of team working lies in building multiple skills in members. All Process Leaders and Process Associates work towards enhancing the Skills of their team members by imparting training on all aspects of working. The organisation envisions multiskilling and cellular learning laterally and vertically.

The company harbours a strong belief that training is a worthwhile investment. Such has been the commitment to training that it has emerged as a major educational enterprise to improve performance on the job and to acquire skills and knowledge to do a new job. Encouraging learning uniquely , the organisation has introduced a scheme wherein a member is partially sponsored even to a long term external program which may not have a high degree of correlation to the individual's present or future needs. The training needs are identified quarterly in the organisation on the basis of competency reviews, process research and the organisational thrust areas.

Pragati has been the vehicle for developing a high performance culture. The institution of of Performance Review And Goal Acheivement Through Improvement (of self) was introduced in September 1999 and is administered on a quarterly basis. Using the 360- degree performance appraisal system, under the system a member's competencies are reviewed by his/her peers, juniors and seniors while his performance is reviewed on predefined key performance areas by his superiors. Pragati has been the driving force in stretching individual and organisational goals and establishing an alignment between them.

With a view to facilitate and institutionalise change performance development plan has been introduced from 1st September 1999. The highlights of the plan are:

• Assessment of performance and Development needs based on 360° (Appraisal System)- Feedback from a larger population consisting of Peers, Juniors and Seniors.
• Creation of an assessment and development centre to perform the above activities.
• Creation of a Performance Development Fund for providing the resources.
  

Under this scheme, 9,90,000 equity shares representing approximately 4.5% of eventual share capital of the company will be offered to all members of the company during the period 2000-2003. Vesting of ESPS is contingent upon achievement of Corporate and Individual Goals. The objective of introducing this ownership scheme in the company in the following:

• Attract qualified and competent people.
• Reward outstanding performance.
• Retain key people.
• Inculcate feeling of being part owners of the company
• Awaken/ Strengthen entrepreneurial traits in our people