Training and Development
Shifting demographics, digital connectedness and breakthrough technologies are changing the way people live and work.
How do we tackle these pressing challenges? By contributing to industry initiatives that promote manufacturing careers, building and growing workforce training and retention programs, and investing in future workforce development. Our 2030 Sustainability Commitments include a goal to invest in STEM, workforce development and retraining and re-entry programs to foster experience and opportunities.
Our investments in career training and development for our people to grow in their careers at all levels of the company — from hourly employees to executives — ensure our people can learn and thrive with the company, which in circular fashion drives our company’s success.
We believe the best learning and development happens on the job. In 2019, 97% of our employees had development plans in place — exceeding our 2020 target of 95%. Additionally, 97% of our salaried employees participated in a development conversation with their manager about key work projects or experiences, coaching, mentoring and formal learning opportunities. This development process enables employees to perform at their best in their current role and prepare for future roles.
Through our efforts in leadership development, strategic capabilities and career progress, we have achieved a score of 74% in our Leadership Effectiveness Index and a 75% in our Growth and Development Index. These areas of focus will help drive our overarching goal of maintaining world-class performance in employee engagement.
Investing in Training and Career Development
We offer learning solutions that focus on employees’ abilities to innovate, collaborate and build strategic capabilities needed to achieve.
On average, our people spent 8 hours on formal training and development in 2019. Our total investment in employee development was $38 million — or $800 per employee. The business benefits of this have ranged from higher employee engagement and increased retention rates to technical and leadership skills development, expanded job responsibilities and internal promotions. Our Women’s Leadership Program (WLP), for example, has led to promotions for 28% of the 181 participants since the program’s inception, and many have assumed expanded roles. Since the program launched in 2012, the yearly turnover among WLP participants has been less than 5% of this critical talent pool. Our Team Leader Development Program (TLDP) has a retention rate of 98% and a promotion rate that is 2x higher among graduates.
|2019 Training and Development Data|
|All employees||8 hours|
Leveraging Enterprise Learning
Enterprise-wide training and development programs are managed
centrally through Enterprise Learning, which we established in 2003 to
provide education and drive a cohesive company culture. Staffed with
learning and development experts, Enterprise Learning is responsible
for developing new trainings for executives, sales managers, sales
professionals, product and pricing managers and hourly production
In 2019, Enterprise Learning launched a new course to help managers adjust and support their employees through an ever-advancing company landscape. Learning solutions have also been created that are scalable, sustainable and available at the point of need, such as the development of 12 new leader development micro-learning modules in the topics of employee engagement, change and coaching.
In addition to focused training, Enterprise Learning also offers online professional development courses in multiple languages for global employees at all levels. Programs developed and deployed have been externally recognized as best-in-class by multiple organizations, including the Association for Talent Development (ATD).
Examples of the enterprise programs offered globally through our Enterprise Learning include:
Product Management Essentials Program: Designed to teach product managers how to implement best-in-class product management practices. It helps enable employees in product management by combining business objectives with target market needs. The workshop takes participants, step-by-step, through our Product Management Framework, and provides all the necessary tools and templates needed to be successful in product management.
Team Leader Development Program: An 8-week experiential development program that engages, teaches and empowers front-line leaders to make sound business decisions through a blend of increased tactical knowledge, coaching and development of leadership and problem-solving skills. Currently, there are approximately 30 certified facilitators who have taught nearly 1,100 participants in 43 locations globally. Among the graduates, we have a 98% retention rate and are already experiencing business benefits as these hourly team leaders are demonstrating leadership and problem-solving on the plant floor, which is having a positive impact on quality, productivity and employee engagement.
Sales Management Excellence (IRSMX): Develops sales management capability in sales managers and their sales leaders. IRSMX is anchored by a 3.5-day workshop and includes self-study, coaching, and immediate application through a 90-day coaching cycle with an expert coach. With approximately 10–15 cohorts per year, we have developed more than 71% of the sales managers and sales leaders in our organization.
Women’s Leadership Program (WLP): This unique cohort program for high potential women provides an opportunity to network with other women leaders, gain individual insights through a mentoring partnership and build their leadership skills and confidence through a variety of speakers, experiences and assessments. Women in this program gain exposure to senior leaders, contribute to business growth and learn how to navigate the corporate culture through company-specific action learning projects.
Supporting Continuous Learning
In addition to our focus on career development plans, some of our programs include:
Career Development Program: Designed to help all employees — hourly, technician and salaried — grow and develop their career and capabilities. Career Progress includes resources such as My Career Navigator, which helps employees assess and plan their short- and long-term career development.
Field Worker of the Future: We are embracing technology that makes work easier and accelerates learning for our field technicians. With new technology (like Google Glass), we can enable senior technicians to remotely coach junior employees who are on location at customer sites and in real time. Senior technicians will be able to “see” the equipment and resolve problems with the on-site tech, offering coaching and knowledge transfer, radically accelerating technician learning, and satisfying customers more quickly.
My Encore Launch: Designed to leverage the expertise and experience of retirement-eligible and retired employees by providing options to assimilate into retirement and continue to engage with the company post-retirement. My Encore offers two options: Phased Retirement, which serves as a transitional approach to formal retirement by working part-time for a specific period, and Post Retirement, which enables a retiree to return for project-based work in a contingent work arrangement or via direct hire. We have had 55 participants since inception in December 2017, supporting project-based work in the fields of accounting, human resources, engineering, training, quality, procurement and project management.
Read more about our approach to training and development.
Bold Commitments. Tangible Progress.
Women on the Rise
We’re rising to the challenge to make sure women have equal opportunity and support to rise in leadership positions in our company. In this spirit and in support of our 2030 Paradigm for Parity goals, we launched Women on the Rise in 2019 with nearly 50 rising women across the company. The program — designed to empower and connect women leaders — focuses on the importance of personal branding. It improves their ability to influence and persuade people at all levels, while connecting with peers and mentors that will support them on their career path.
“To say we grew this week in more ways than ever expected would be an understatement ... I’m so inspired by this experience ... I can’t thank my support system enough for always encouraging and pushing me to do my best and get out of my comfort zone.” — Kristi Compton, Application Developer and Woman on the Rise