Title of the Invention

[0001] Learning Architecture

Cross Reference to Related Applications

[0002] This application claims priority from the provisional patent application number 3058/CHE/2009 filed on 11.12.2009.

Field of the Invention

[0003] The present invention is related to High Performance Learning Architecture, which represents the basic learning programs in organization designed for individuals and teams.

Background of the Invention

[0004] Organization learning is the key to Organization's growth. Organizational learning is an area of knowledge within organizational theory that studies models and theories about the way an organization learns and adapts. Organizational learning explores ways to design organizations so that they fulfill their function effectively, encourage people to reach their full potential.

[0005] The learning architecture is a design or a framework for a system of developmental activities and interventions. Its purpose is to help organizations use learning and education as levers to accomplish their business goals. A Learning Architecture can induce the process of talent management and help with filling the leadership pipeline.

Summary of the invention

[0006] The present invention deals with High Performance Learning in the most basic form of how individuals and team learn. Concepts of High Performance Mind, "UnMukt" - Inquisitive Learning, Questioning, Human Learning Process, and many others have been used for constructing this architecture. The Learning Architecture comprises of 10 blocks of various technology based business applications. Brief description of drawings

[0007] Fig 1 depicts the overview of High Performance Learning Architecture comprising a total of 10 blocks interpreting various technology based business applications. Description of the invention with respect to drawings

[0008] The present invention deals with High Performance Learning in the most basic form of how individuals and team learn. Concepts of High Performance Mind, "UnMukt" - Inquisitive Learning, Questioning, Human Learning Process, and many others have been used for constructing this architecture. The Learning Architecture comprises of 10 blocks of various technology based business applications. The inventor herein is the founder and Chairman of Polaris Software Lab Limited, its branches and its subsidiary companies namely 1. Polaris Software Lab Pte. Ltd (Singapore), 2. Polaris Software Lab Ltd. (United Kingdom), 3. Polaris Software Lab Gmbh (Germany), Polaris Software Lab S.A (Switzerland), Polaris Software Pty Ltd. (Australia), Polaris Software Lab Ireland Ltd. (Ireland), Polaris Software Lab Japan KK (Japan), Polaris Software Lab Canada Inc. (Canada), Intellect SEEC inc. (USA), Polaris Software Lab Chile Limitada (Chile), Polaris Software Lab B.V. (Netherlands), Polaris Retail Infotech Ltd. (India), Optimus Global Services Ltd. (India), SEEC Technologies Asia (P) Ltd. (India), Laser Soft Infosystems Ltd. (India), Polaris Software (Shanghai) Company Ltd. (China), Indigo TX and so on.

3 wherein he has conducted various experiments to improve the learning process of employees and found the following prepared embodiment as the Learning Architecture to provide the best result.

[0009] The preferred embodiment of the present invention comprises a total of 10 blocks > (Fig. 1), which define this High Performance Learning Architecture. Block 1 comprises High Performance, Technology Based, Business Applications, On Time and On Cost. Block 1 is supported by Block 2, which comprises of Policies & Business Rules governing the Learning Architecture.

) [0010] At the center of the architecture there are 4 key blocks namely Block 3 - Base Camps (Skill), Block 4 - Summit (Competencies), Block 5 - Practices and Block 6 - Behavior. These four blocks are supported by 6 blocks. These blocks include two blocks represented in base of the architecture (fig. 1) & 4 blocks shown as supporting pillars. Four supporting blocks include Block 7— Assessment center, Block 8— Coaching, Block 9 - Interventions & Interfaces and Block 10 - Knowledge Portal, newsletters. [0011] Block 3 - Base Camp (Skill) - This block defines four key areas of Skill Development which are required for High Performance in the Organization. These include modules for development of skills in the areas of High Performance Technology (3.1), High Performance Business Applications (3.2), High Performance Processes (3.3) and Effectiveness (3.4). There are specific skills under each of these modules as shown in the figure 1.

[0012] High Performance Technology module (3.1) comprises the skills of Technology Foundation (3.1.1), High performance Design (3.1.2), Java & Tools (3.1.3), Dot Net & Tools (3.1.4), System Integration (3.1.5) and Data Management (3.1.6).

[0013] High Performance Business Applications module (3.2) comprises the skills of Credit Card (3.2.1), Retail Banking (3.2.2), Insurance (3.2.3), Investment Banking (3.2.4), Corporate Banking (3.2.5), Financial Management (3.2.6) and Risk & Treasury (3.2.7). [0014] High Performance Processes module (3.3) comprises the skills of Requirements Management (3.3.1), Project Management (3.3.2), High Performance Testing (3.3.3) and High Performance Reviews & Root Cause Analysis

[0015] Effectiveness module (3.4) comprises the skills of High Performance Communication (3.4.1), Organizing and Planning for High Performance (3.4.2), Creating High Performance Workplace (3.4.3) and Customer Connect (3.4.4).

[0016] Block 4 - Summit (Competencies) - This block looks at competencies that are required for High Performance Organizations. These competencies are organized around various Business Roles and delivered through Summit Programs. These Summit programs are typical residential programs ranging from 6 days to 18 days and spread over 6 months to 18 months. Summit programs are classified based on roles as follows - SUMMIT-0 Project Lead (4.1), SUMMIT-1 Project Managers (4.2), SUMMIT-2 Solution Architects, Pre-sales & Sales (4.4), SUMMIT-3 Project Directors (4.4), SUMMIT-4 Account Directors (4.5) and SUMMIT-5 Business Managers & Functional Heads (4.6).

5

[0017] Block 5 - Practices - This block represents Practices being followed in various systems of Quality (5.1), Sales PRACTICES (5.2), Data Driven Decisions (5.3), Financial & Legal Systems (5.4) & Associate Engagement (5.5) in the Organization. 0 [0018] Block 6 - Behavior - This block represents Organization culture & behavior as depicted in various forums - PMRs, BSC Exec Council, Open House, Off-site Workshops (6.1), Rewards & Recognitions, Performance Management (6.2), Values - Passion, Humility, Integrity, Respect (PHIR) FUN (6.3), Communication (6.4) and Operation Review Meetings (ORMs) , Management Committee Meetings (Mancom), Partnership

15 Council ( PC) Meetings, Lakshya-annual Visioning exercise (6.5).

[0019] There are four supporting blocks namely Block 7, Block 8, Block 9 and Block 10 to provide support & assessment to this learning philosophy. Block 7 - Assessment Center - This block represents all the assessment processes & techniques in place like testing ίθ methodologies, 360-degree feedback process, peer-feedback process, online assessment, client feedback processes, internal customer feedback processes, annual User surveys and so on.

[0020] Block 8 - Coaching - This block represents coaching tools as a catalyst in learning !5 process. It provides for mechanisms likes buddy system, jungle guide, mentors, leadership coaches and so on.

[0021] Block 9 - Interventions & Interfaces - This block defines systems and processes by which Management looks at the Reviews and Progress of Learning and provides its 0 feedback and assessment. It covers defined Reviews that happens at quarterly and annually, defines reports & dashboards provided to management to keep them updated about the progress of individual and organization learning, new competencies being built and calls for management decisions and interventions.

[0022] Block 10 - Knowledge Portals, newsletters - This block refers to knowledge management systems in the organization that provide platform for storage, sharing & dissemination of knowledge. These include three Corporate Websites - 1. http://www.polarisft.com/, 2. http://polaris.co.in/. 3. http://intellectsuite.com. PRIL Corporate Portal- http://www.polarisretail.com/. Optimus Corporate Portal- http://www.optimus.co.in. Internal Portal - http://empower.polaris.co.in. Blog - arunjain.in, Internal group websites-

1.http://intellectliquidity.coni/,2.htt .http://intellectwealth.eom .4.htt p://intellectcore.con^.5.http://inteU^

7.http://mtellectportals.com/.8.http://m^

ices.com/. 10.http://www. polarisjapan.co.jp/. 11.http://www.liveyourdream.in/. 12.http://testingandcertification.com.13.http://marketing.po laris.co.in.14.http://lakshya2010 .wordpress.com.15.http://connectathum.com.16.http://www.ulla strust.org,

17.http://polestar-foundation.org and 18.http://polmartt.polaris.co.in. Newsletter - connect, spectrum, polaris times etc., Magazines & Books - toggle, tech-connect, finntellect, quality ft mag, polaris language book, gub ml 80, handbook on retail banking, hum (associate connect), service oriented architecture - it professional handbook etc., Email Communication.

[0023] The High Performance Learning Architecture as disclosed herein above is a repeatable process that ensures a predictable growth of then organization and leads to higher profitability and a profitable growth pattern for the organization.