iPALPAP  has developed an approach for Life Cycle Stage Development Plan. Training and development programs at various stages have been designed by mapping the competencies to specific roles. Competencies specify the specific success behaviors at every role.

Entry-level program (ELP) - The program covers the junior management employees with the objective of developing managerial qualities in the employee. The target group is campus hires and lateral hires at junior level.

New Leadership Program (NLP) - It is popularly known as NLP and aims at developing potential people managers, who have taken such roles or are likely to get into those roles in the near future

iPALPAP Leadership Program (PLP) - This program is for middle level leader with people, process, and business development and project management responsibilities. These leaders are like the flag bearers of iPALPAP values and iPALPAP way of doing business. They not only walk the value talk but they also have a responsibility of assimilating new leaders with the iPALPAP culture.

Business Leadership Program (BLP) - This is for senior leaders with business responsibility. At this level, people are trained up for revenue generation; and Profit & Loss responsibilities. The program covers commercial orientation, client relationship development, and team building and performance management responsibilities among other things.

Strategic Leadership Program (SLP) - This program covers top management employees. The focus is on Vision, Values, Strategy, Global Thinking and Acting, Customer Focus and Building Star Performers. iPALPAP ties up with leading business schools of international repute to conduct this program for iPALPAP leaders.

Managing Performance


The iPALPAP philosophy has a clear thrust on performance enhancement. We have a systematic and robust process for planning, implementing, reviewing, and evaluating performance of our employees. The entire process is online, which ensures scalability and standardization. We ensure that employees receive periodical feedback and that the Development Plan forms a significant part of the entire performance management process.

Reward Philosophy

 Exemplary performance is unquestionably rewarded at Hiipro. There are various awards and recognition programs, which have been institutionalized across businesses. We also constantly endeavor to enhance our reward program to align it with changes in employee motivators and business drivers.

Employee Feedback & Communication

 iPALPAP as an organization believes in Connecting and Listening to people. Channel W the employee portal, has been creating a de facto 'iPALPAP community' by allowing iPALPAP to interact, disseminate information on things they most cherish. The intranet ensures that the entire organization is wired and there is meaningful exchange of information / views across domains and geographies. Key sections encourage employee participation and communication through bulletin boards and chat rooms among other things. Working at Hiipro 

Corporate Culture


Everyday at iPALPAP is challenging and thought-provoking. What is tested is your drive, enthusiasm and initiative. New ideas are appreciated and innovation is encouraged- if you have a suggestion and a plan to take it forward- you will get all the necessary support to transform it into action.

Beyond Work AND Workplace Diversities


There is a whole lot that iPALPAP do beyond the job per se. We ensure that you get an opportunity to 'express' and 'enjoy' yourself at the workplace! We engage in activities with great energy, free spirit, and commitment to human values and this has played a significant role in our success story so far. Active, unhindered participation brings us closer to each other and to ourselves and making work fun and meaningful.

 iPALPAP seeks to build a climate that welcomes, celebrates, and promotes respect for the entire human race. In our commitment to diversity, we welcome people from all backgrounds and seek to include knowledge and values from various cultures. The concept and dimensions of diversity are advanced and incorporated into every aspect of the organization. Dimensions of diversity include, but are not limited to, the following: race, ethnicity, religious belief, sex/gender, disability, socioeconomic status, cultural orientation, national origin, and age.