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Our Career Growth Model


Just as companies who use a business plan as a "road map" find the path easier to negotiate, people who use a "career map" have a much better chance of reaching their destination. Making a career map can be beneficial at any stage of the game for many of us. If you're just entering/re-entering the workplace, or perhaps been in the fray for decades, career mapping can prove to be an invaluable tool. Particularly if you are thinking of switching fields.

Career Map help identifying your strengths and weaknesses: The idea is to maximize your strengths and minimize your weaknesses. But first you have to know what they are. Ask the people in your life you most respect to help you with this one. Put them down on paper. It may give you a new understanding of you.

At CG, India operations, we have
 

 
Required Experiences
E1 to E2
M1 to M2
M3
L1
L2
L3
Assignments having multiple skill requirements
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Independent handling of the assignment <1yr
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New position with large scope < 1 yr
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International Experience <1 year
 
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Cross functional Experience
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Cross Divisional Experience
 
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Employee Leadership Experience
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Project /Business leadership experience
 
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Multiple project / business leadership experience in different cultural context
 
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Minimum Criteria Met
2
4
5
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9
** Criteria are must for that particular grade for upward movement. Outside company experience on those criteria will be given due weightage for upward movement.
 
 
For an employee at CG, the growth path is as follows:
 
E Grade - A person who joins CG with less than one year's work experience works as a front line person in the Unit or Sales field. Here his/her primary task is to pick up expertise in various areas of manufacturing or sales.
 
M Grade: After the initial stint in the E Grade, one moves to the role of a Deputy Manager with the added responsibility of interacting with customers and leading a team in addition to handling his own KPAs. It is at this point that you decide to choose between a Operations, Quality, Materials, Finance or HR path and gain expertise that helps you prepare for the growth ahead.
 
L Grade: With experience, an employee moves to the leadership role. Here he takes charge of a Unit / Function independently, sets performance standards, works to build customer relationships, provides technical assistance to his 2nd line and team, develops a good work atmosphere in the shop-floor, and works as an interface with other internal departments.
 
Unit Head: Based on performance and experience, the professional progresses to the role of a Unit Head. Here he/she manages manufacturing Unit. Issues relating to customer, people, and business are the primary responsibility of the UH. Later one can aspire to head any of the SBUs (Strategic Business Units).

With the internal promotion scheme, you also have access to various job opportunities within CG itself. This would enable you to pursue careers of your choice in the Organization.
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