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International VOTE - Career (Development (Reduction in classroom training…
International VOTE - Career
Opportunity to get a better job
Career pathing not available
Ensure global project results are fit for the International market
Role Models - published career journeys for inspiration and tactical advice
'Meet someone' videos detailing skill required for certain positions
Limited opportunities
Language skills crucial in non UK markets - continued focus required
Incentive internal hires - create ' inside first' mentality
Better communication of opportunity
Each department to publish skills to be successful in area i.e. Fleet
Junior positions outsourced
Rotational secondments into shared service centres
Poor internal candidate experience
Development
Reduction in classroom training
Introduce a calendar of virtual classroom / webinar session
Utilise gamification as a means to encourage employees to gain new skills
Retention
Continue to push accountability to the individual level
Limited experiential opportunity
Create governance for when project teams are created to ensure equal opportunity and access
Open access forum to solve organisational problems
Increase in soft skill training required
Reorganisation of Workday Learning to allow for easier navigation
Reinstate AI to create a playlist approach for popular skills and behaviours
Structured individual development
Link learning more to length of service / time in roll to stagger volume
Further creation of self driven career / development tools
Reliant on capability of immediate line manager
Further development for line managers on career coaching / planning
Create resource area on HR4U for individual career planning
Further development for line managers on workforce planning to ensure individual careers are not slowed by organisational requirements
Goals
Performance improved - What takes it to the next level?
Ensure all goals are entered in January,ensuring time for review before Q1 check in
HR / Managers to review before full goal audit
Better utilisation and communication of the cascade process
Re-signposting of the learning materials
Review and increase the goal catalogue to include corporate functions
Feedback
Additional opportunities for performance related feedback required
Analyse Quarterly check in where no manager comments submitted
Medium and methods for managers to provide team related feedback
Ongoing feedback required
Further upskilling for like managers on on giving effective feedback
Introduce recognition framework / medium
Improve internal candidate feedback mechanism - looping in line managers for both interviews and where applications are not progressed
Introduce gamification to make feedback more attractive
Investigate the ability to conduct anonymous 360 feedback via Teams
Ensure listening meetings are taking place - produce guidance to make them as impactful as possible