| 68 Annual Report | 2025-2026 Key Initiatives ● Saksham – Monthly Knowledge Assessment A certification-based programme to reinforce knowledge of policies, processes, and industry practices. ● E-Learning Modules Bite-sized, multilingual modules enabling self-paced learning with wide accessibility. Refresher Training Programme Arohan’s refresher training approach is designed to create strong ownership within business teams. ● Business teams, especially Branch and Area teams, are first equipped through structured interventions. ● These teams then conduct physical, on-ground training sessions for their teams. ● In parallel, the Training & Development team delivers the same programmes virtually, ensuring consistency and scale. This blended model strengthens last-mile execution while ensuring uniformity in learning across locations. Weekly Communication Hour A dedicated forum where field managers connect with their teams on process updates, policy changes, and business priorities. It also acts as a platform for capability building using a train-the-trainer approach, enabling effective knowledge cascading. RiseNXT: Continuous Capability Development Arohan has introduced RiseNXT, a continuous capability development programme focused on key managerial roles including BH and AM aspirants. The programme is designed to: ● Build multiple critical skills across functional and behavioural areas ● Enable continuous learning journeys rather than onetime interventions ● Strengthen managerial effectiveness and leadership readiness RiseNXT ensures that frontline and mid-level leaders are consistently evolving to meet dynamic business requirements. Skill Gap Analysis: Driving Targeted Development To ensure training interventions remain relevant and impactful, Arohan undertook a structured Skill Gap Analysis exercise in collaboration with business teams. ● Focus Group Discussions (FGDs) were conducted with business stakeholders to identify critical skills required across different field roles. ● These skills were systematically mapped at the L1 level and subsequently reviewed and validated at the L2 level, ensuring alignment with organisational expectations. ● Based on these insights, targeted training plans were designed, enabling sharper, role-specific capability development. This approach ensures that learning interventions are data-driven, need-based, and closely aligned with onground business realities. Other Key Training Interventions ● Corporate Training: Enhances functional and behavioural competencies across support functions. ● Customer Service Programme: Focuses on customer handling, service excellence, and conflict resolution. ● Upskilling Interventions: Practical, role-based learning through simulations and role-plays. ● Automation of Training: Digital platforms enabling scalable learning journeys, regular assessments, and wider reach. Statutory Training and Compliance Interventions Arohan remains committed to building a safe, ethical, and compliant workplace through structured statutory training programmes: ● POSH Training – Promoting a safe and respectful workplace ● Code of Conduct (ACOC) – Reinforcing ethical standards ● Anti-Money Laundering (AML) – Strengthening compliance awareness ● Client Protection Principles & PPI – Driving responsible and transparent customer practices These interventions reinforce a culture of integrity, accountability, and responsible business conduct. Management Discussion & Analysis
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