Learning and Development 

Objective

The objective of our Learning & Development (L&D) Policy is to establish a structured framework that nurtures continuous growth, enhances employee skills, and strengthens organizational capabilities. By embedding learning into our culture, we aim to align individual development with business goals, ensuring that our workforce remains agile, innovative, and future-ready.

Purpose

The purpose of this policy is to provide clear guidance on how learning and development opportunities are identified, implemented, and evaluated at Simulanis. It ensures transparency in processes, accessibility of resources, and fairness in execution so that every employee has the opportunity to learn, grow, and contribute meaningfully to the organization’s success.

Scope

This policy applies to all employees of Simulanis, across all roles, functions, and levels. It covers every aspect of the L&D process including the identification of training needs, session design and delivery, performance evaluation, feedback collection, and integration with performance management. The policy is applicable to all forms of training—whether in-person, online, hybrid, or through our in-house SkillStream platform.

Introduction

At Simulanis, we believe that people are our greatest asset. Investing in their growth not only strengthens individual capabilities but also drives organizational success. Through structured Learning & Development (L&D) initiatives, we create opportunities for skill enhancement, career advancement, and personal growth—fostering a workplace culture that values innovation, collaboration, and continuous learning.

Overview of the L&D Process

Learning and Development at Simulanis follows a systematic cycle:

• Identifying learning needs through performance reviews, feedback, or employee requests.

• Designing training programs in collaboration with Subject Matter Experts (SMEs).

• Delivering sessions via in-person, online, hybrid, or SME-led workshops.

• Assessing learning outcomes through quizzes, role-plays, case studies, and on-the-job applications.

• Evaluating effectiveness by measuring performance improvements and collecting feedback.

This ensures that learning initiatives are relevant, impactful, and aligned with organizational goals.

Importance of L&D at Simulanis

Our L&D framework is designed to:

• Bridge skill gaps and build future-ready capabilities.

• Support employee career aspirations and professional growth.

• Enhance job satisfaction and engagement.

• Strengthen overall organizational productivity and competitiveness.

We see learning as an investment, not an expense—and every session is an opportunity to build a stronger future for both employees and the company.

Key Features of Our L&D Policy

1. Structured Learning Process

From training need identification to performance evaluation, each step is carefully designed to ensure consistency, fairness, and measurable outcomes.

2. Multiple Modes of Training

• Online (flexible, self-paced learning)

• In-person (interactive workshops and group learning)

• Hybrid (blending flexibility with collaboration)

• SME-led workshops (expert-driven, specialized knowledge)

• SkillStream Platform (our in-house digital hub for courses and resources)

3. Participation Perks

Employees benefit from:

• Personalized feedback and performance notes.

• Recognition through leaderboards and quarterly rewards.

• Customized rewards aligned with learner interests.

• Career advancement opportunities through skill-based growth.

4. Insightful Assessments

Quizzes, role-plays, case studies, presentations, and on-the-job evaluations ensure that learning is practical and directly applicable to work.

5. Integration with Performance Management

L&D is directly tied to performance appraisals, KPIs, and salary components through:

• KPI Achievement – linking learning outcomes to performance goals.

• Credit Point System – rewarding participation and skill-building.

6. Feedback & Continuous Improvement

Employees can share feedback via structured forms or direct communication. This ensures that every session evolves based on real experiences and needs.

7. Ownership & Collaboration

Employees can request new L&D sessions by submitting proposals, ensuring that training remains relevant and employee-driven.

L&D Team & Responsibilities

The Simulanis L&D team consists of:

• Anusurya Sharma – L&D Specialist (People Operations)

• Debolina Dasgupta – People Operations Lead

• Raman Talwar – Founder & CEO

They are responsible for designing, implementing, evaluating, and continuously improving the L&D initiatives. Roles are clearly defined across training need identification, content development, approvals, delivery, assessments, and policy updates.

Feel free to reach out to them for any session requests you might have. 

Policy Updates & Communication

The L&D Policy will be reviewed periodically to reflect:

• Evolving business needs

• Employee feedback

• New industry standards or regulations

All updates will be formally communicated through official channels, and employees will be required to acknowledge them to ensure clarity and alignment.