You know you're gaining experience when you problem solve your own mistakes; learn to use knowledge building blocks to handle more complex issues; make contributions more valuable than the year before; acquire new skills by venturing outside a comfort zone; embrace new ideas or technologies; or recognize you don't know as much as you thought you did as you begin to see a bigger picture.

People who try new things, pitch ideas, offer innovative problem solving, take accountability, and never stop learning and making a difference, are people gaining experience and building their work future.

- Nan S Russell

Learning Architecture of Polaris

The mission is clear: Delivering high performance technology based business applications, on time and on cost

The base is defined: The Policies and business rules to achieve this

The tool is: The Learning Architecture

Learning architecture has well defined blocks that helps an associate go through the journey of skilling and re-skilling oneself; and in the due process transition from owning the skills to delivering a solution, competent in consistent delivery of business applications.

From Skills camp, which has four major components - Technology, Domain, Process and Workplace Effectiveness - to the SUMMIT camps, the learning required to facilitate and accelerate (where needed) the career progression is clearly defined.

Learning should transform into behavior for any organization to manage and grow in this globally competitive marketplace. Through consistent practice of the learning in each of the blocks, the architecture ensures that learning-to-practices-to-behavior transition happens smoothly. The journey from one area to another in the learning architecture is strongly supported by the pillars - Assessment, Coaching, Knowledge Portal and Interventions. These pillars will ensure a smooth transition and careful handholding during the conscious