Based on my reading of Alpha, i can identify a few areas where adaptive approach could be applied:
1) Performance management
The method how Alpha highlights it's employee's achievement by colour may need to take local sensitivity into account. This may have adverse effects on employee self esteem/confidence and may affect the employee performance further. Such methods are suited for a competitive environment where there are talents waiting in line to step in. On the other hand, Alpha has acknowledged poor perception of Indian companies as employer of choice, thus i would recommend a more conservative approach that manages the sensitivity of the locals and increases the value of Alpha as an employer of choice.
2) Talent Management/Cultural Sensitivity and Diversity
Alpha's commitment to localize the workforce is to be applauded however how can this be achieved if the bulk of the project is to be executed in India. How can Alpha improve it's image as employer of choice if bulk of the work is done in India? Alpha needs a strategy to attract and develop employees skills to be able succeed in it's ambition to localize the workforce. On top of this, collaboration and teamwork between regions/different countries and Alpha HQ teams has to be maintained.
I recommend starting off with hiring talents to fill up the roles in bottom levels with locals. These talents should be given the opportunity to foster cross cultural understanding through training programs and cultural exchange initiatives. Since Alpha is hiring from bottom levels, the cost level can be managed to expectation and hiring requirement will be basic level where only a diploma or degree would be needed. This will address the challenges faced by Alpha in hiring local workforce. Furthermore the local workforce can act as ambassadors for Alpha to improve it's image as an employer of choice.