Learning & Development
Learning & Development
The Global Learning & Development organization, under the leadership of the chief learning officer, deploys a global approach to maximizing the value of learning and development investments by leveraging resources, educational platforms and other synergies across the enterprise to deliver learning solutions designed to optimize business and customer outcomes.
To support our global employee base, we sponsor curricula that build leadership and management skills as well as providing technical and functional training to all employees.
We have five active Key Talent Programs to support the learning and development of our future key talent, women in leadership, diverse talent, and those who are at the executive level. These programs support the advancement of our talent pipeline and diversity and inclusion strategy. The programs are as follows:
General Management Acceleration Program (GMAP)—is our company’s flagship program to develop future global, enterprise-wide leaders. The Office of the CEO sponsors the program. Successful participants will broaden their experience and perspective, enhance their leadership abilities and be well placed to grow into positions of greater responsibility following their rotations. The objective of GMAP is to create a robust global acceleration program for internal talent, providing the right experiences and learning opportunities to grow broad, global business leaders to meet our future business demand. Please note, this is an application based program. Individuals can apply on their own.
The Business Leadership Program—is a global program designed to enhance both an individual’s leadership and business acumen skills. Areas of focus include: our company’s strategic context and how to integrate long-term plans with short-term action; value creation in financial and non-financial terms so one is able to increase his/her ability to perform in the short-term and plan for the long-term; and ability to translate strategy into action to deliver business impact. This is a nomination program.
The Women’s Leadership Program—is a global program designed to support the advancement of women into senior leadership ranks. Areas of focus include: strengthening the ability to navigate within the organization; gaining skills and knowledge to grow and improve leadership capacity; and increasing the ability to manage gender differences and any subtle “micro-inequities” that may exist in the culture. This is a nomination program.
Diverse Leader Program—this thought-provoking U.S.-only program is an interactive leadership journey that is designed to create a safe place where participants can hone their leadership skills while exploring what it means to be a Leader of Color within the company. While building leadership proficiency, participants will also investigate the similarities and differences of leaders from other racial/ethnic groups. Finally, they will have the opportunity to deepen relationships with their sponsors/mentors through experiential activities and guided and unguided conversations. This is a nomination program.
KEY TALENT PROGRAMS
In partnership with the Human Resources Talent Management team, the Leadership, Learning & Development department is reaching deeper, wider and earlier into the organization to develop top talent. We are striving to develop a cross-functional general management mind-set, enterprise-wide knowledge of the business, and end-to-end thinking for top talent and potential leaders early in their careers.
Investments and programs that support the development of key talent include the Executive Development Program, the Enterprise Leadership Program, the Women’s Leadership Program and the Business Leadership Program. Each has a very specific targeted audience and blended learning objectives.
MANAGEMENT AND LEADERSHIP PROGRAMS
Management Foundations is a comprehensive program that focuses on building core, common and critical knowledge and skills for new managers. Using a variety of learning methods, new managers focus on what they will need to know and do to be effective in their role and to gain the knowledge and skills to manage others.
In addition to foundational management skills, we offer a suite of programs for experienced managers that are driven by key topics integral to the organization, like strategic planning, innovation and influencing others.
For teams, there is a suite of programs that provide skills and tools for team leaders and team members, including Leading High Performing Teams, Virtual Teaming, Assessing Team Performance, Teaming Fundamentals, and Insights Discovery, a program to understand communications styles.
TOOLS AND RESOURCES
Our talent tracking system, myCareer, serves as our global gateway to professional development, performance management, talent management and learning across the company. It keeps track of employee development plans, performance objectives and performance ratings, career aspirations (desired next roles and mobility preferences), experience (both outside of and within the company), language proficiency, certifications and education.
The primary business purpose of myCareer is to facilitate more effective, consistent and efficient companywide performance management, talent reviews, succession planning, and associated employee performance and development processes through a single, integrated and automated global system of record for critical talent data about our employees. This helps to ensure that our workforce continues to realign itself with company objectives.
Leadership Development Center
The Leadership Development Center is a website that features videos, articles, program announcements and resources for leaders and managers. Resources are aligned to our leadership behaviors, professional competencies, and functional competencies, and are available in the following formats: “on-demand” Web-based modules, classroom programs, articles, books (including audio books), webcasts and suggestions for “on-the-job” development activities.
|TRAINING AND EDUCATION||2016||2017|
|Total course completions for all employees (in millions)||4.2||5.3|
|Hours of training for all employees (in millions)1||2.1||2.6|
|Course completions per employee||60||48|
|1. Based on average of 30 minutes per course.|
In 2017, the number of leaders who participated in a program was more than double the number of 2015 participants.
|Number of leaders who participated in leadership, learning and development programs||9,500||9,500|
|Number of leaders who participated in a Learning Community||10,000||10,000|
|Number of visitors to the Leadership Development Center||6,700||7,200|