Learning & Development
Offering and Processes Update
October 29th, 2012
Organizations
can’t build
long-term
stakeholder and
societal value
with short-term
people “fixes.”
Learning and Development
• Drive organizational performance by identifying and
developing the skills, behaviors and competencies
needed to support the company’s business objectives
• Build foundational knowledge and skills in safety,
Assess alignment of L&D activities with key
business objectives
Assessment approach & tools:
Learning & development assessment
Needs analyisis
Employee survey
L&D assessment strategy workshop
Does the L&D strategy enable the
corporate strategy?
GOAL:
Gain an understanding of corporate
strategy and alignment of current L&D
practices, performances, strengths and
improvements areas
Assess against benchmarks and
trends, provide roadmap and agree on
definition of next steps
A s s e s s & V i s i o n
The L&D assessment process includes reviews
and benchmarks
Process
& system
review
Interviews
Current state
of learning
& development
Definition of next steps
• Definition of Strategic Objectives
and Goals
• Key focus areas and roadmap
Positioning on
Learning
Maturity Model
A s s e s s & V i s i o nAssessment identifies strengths and gaps for a
tailored learning solution design
Best practices description
Client’s current state
Actions to close gap
Compare vs. learning industry best practices
•
Results:
• Detailed report containing
strengths, gaps, improvement
areas, compared with
industry best practices
• Identification of best practice
level of the four components
•
Vision and strategy
•
Program offering
•
Organization , resources,
processes
•
Innovation and development
A s s e s s & V i s i o n
The L&D solution design
Planning and Design
approach & tools:
Learning strategy, system
design and development
Competency model
Performance model
Career development
Learning organization
or Learning university
Learning curriculum design
Workshops, content,
The DuPont approach to capability development is based on
how learning occurs
S o l u t i o n P l a n & D e s i g n
• Learning methodology &
consulting workshops
• Content based on real-world
experience
• Professional coaching
• Coaching between fellows
• Group dynamics
• Visit DuPont site
• Shadowing and mentoring
• Structural problem solving
The tools included in this
process are:
On-the-job experiences,
Networking,
feedback about good
and bad examples
Courses
and
reading
10%
Competency driven learning curriculum
STAGE 1
Fundamentals
STAGE 2
Competent
STAGE 3
Expert/
Specialized
COMPETENCY
PROFICIENCY
LEVEL
Initial
individual
assessment
Completion
of courses
observed
activities
final
individual
assessment
Certification
TARGET
GROUP
Front Line Workers Supervisors and
Professionals
Managers and
Leaders
S o l u t i o n P l a n & D e s i g nL&D solution implementation
Implementation approach & tools:
Train the trainers
Delivery network
Observes and coaches
On the job activity and project
Train-the-trainer methodology
I m p l e m e n t & S u s t a i nSTEP 1
Identification
& Selection
of Candidates
STEP 2
Training
of Trainers
STEP 3
Assessment
& Certification
STEP 4
Mentoring of
New Trainers
Train the Trainer: self-sustaining model for developing and
mentoring expert trainers throughout organization
Departments
Departments
Project Team:
Develops Content
and Rollout Plan
Project Team:
Develops
Learning
Curriculum
Leadership &
Project Team
Train trainers
Organization
Strategy
Learning &
Development
Program Experts
Content / Subject
Matter Experts
DuPont Delivery
Team
Trainer 1
Department 1
Learners
Trainer 2
Department 2
Learners
Trainer 3
Department 3
Learners
I m p l e m e n t & S u s t a i nLearning & development engagements
PROJECT NAME
CLIENT
PROJECT OVERVIEW
Organize and set up the
Group Academy on Safety
Oil and Gas
corporation
HQ in Latin
America
•
Organization design and strategy definition of the Group Academy
•
Assess current state of process, offering and structure
•
Interview and survey to validate data
•
Road map and implementation plan
•
Curriculum definition, competency model
•
Delivery and implementation model
•
Systems support
Design and implementation
of PSM curriculum
Oil and Gas
manufacturer,
Middle East
•
Assessment of documents and data, specifically related to learning and
development, process safety management and employee safety
•
Development of a curriculum for several roles in the organization to raise
capability around PSM
•
Curriculum included e-learning, workshops, practical problem based
learning, and on the job coaching
Design and deployment of
safety training curriculum
Consortium of
Ports in US
•
Assess key job roles for safety knowledge needs
•
Develop video and classroom training content for use by all new port employees
•
Standardized curriculum for ongoing safety training
•
Designed metrics and processes to measure effectiveness of training
•
Benefits were more consistent training and faster onboarding of new employees
I m p l e m e n t & S u s t a i n
