How to align the training and development plan with the company’s business strategy
Aligning training to the business has always been seen as a top priority by the majority of the companies not only because it helps employees to get involved in the organization’s activity but also because it represents the most efficient way in order to reach the company’s goals. Coca Cola will show us how to orient the training function to the business strategy and how to prioritize the training requests.
• How to make training and development a key factor in order to reach the company’s objectives
• Training and development actions to make the employees involved in the company’s strategy
• How to reach the equilibrium between career development needs and business needs
How to integrate training and development activities with competency management
Competency is a set of skills, abilities and related knowledge that influences each employee’s job. They are correlated with performance because they provide the employees with a clear indication about the expected outcome of their effort within the organization.
Gates Polska has a competency framework in place which covers all its employees. Its HR Manager will show us the results of their competency management program which is supported by the implementation of training and development activities.
• Competency model based on the presented company
• Training and development actions to make the employees involved in the company’s strategy
• Developing a competency framework: how to define the abilities that are critical for a successful job performance.
• The application of competency framework for a more effective training needs analysis
Employee’s motivation and involvement not only represents one of the HR director’s main goals but also a condition in order to assure the success of all business transformations. In Alcatel-Lucent Polska the capability to “sell” this change idea helps the company to achieve its merger and post-merger goals. This result cannot be achieved without T&D programs that are successful thanks to an effective communication of the corporate values and the improvement of all internal processes.
• How to communicate and integrate the corporate values during a merger phase in order to make it successful
• How to increase employees’ engagement by new communication practises (Employee to Employee interview, Skip the level meetings, HR Talking points) and establish an effective communication channel
• How to motivate people for change - complex training and development program coofinanced by EU funds
How to develop human capital management through training and development
Nowadays it is crucial to make business decisions starting from a real knowledge and understanding of the contribution that people can give to the company. In this scenario training and development programs are essential tools to manage our human capital and improve its effectiveness. Astrazeneca will share its strategy and results of its training and human capital management activities.
• Recognizing the contribution of people to the company’s success
• How to improve the effectiveness and productivity of your employees with training and development
• The evaluation of the most important intangible asset
Career and development plans as tools for talents management and retention
The focus of Philip Morris on development and career plans is a proof of the company’s commitment to invest in its talents and allow them to advance in their career. We will learn how its electronic platform and other techniques are applied for identifying, training and retaining the most talented human resources within the company.
• Techniques for identifying and manage the most talented employees
• How to design training and career plans for talents retention
• How to implement the training and career plans
Marcin Klimczyk Manager Hr Business Partner Operations Philip Morris Polska
How training and development can support new, strategic projects that require shift in mental models?
Convincing employees to accept new challenges and to change their attitude towards non-familiar tasks is not an easy job, especially without the help of training and development tools. The HR Director of Netia will share with the audience some examples of projects that have been successfully implemented within the company, where Training and Development programs played a crucial role in order to achieve the new objectives.
• Changing people’s attitude?
• Communicating below the water line
• Building a “complete person”
Agnieszka Wolańska Human Resources & Administration Director Netia
How to identify leaders’ needs and develop their potential
Companies invest more and more in leadership development program becuase they need people able to face new challenges, to inspire their colleagues and to be ready to recognize business opportunities in their everyday activities. Intel offers a variety of development opportunities for its leaders thanks to its programs and tools such as coaching. Its learning and development manager for Emea Region and Russia will share with the odiens a global view of the implementation of such programs and their results.
• Development of leadership skills
• How to design and manage a leadership development program
• Coaching - change of management style
Anna Brzozowska Vice Director of Personnel Management Bre Bank
Careers plans: how to identify old and new generations’ learning needs and transform them into opportunities for the company
For Schneider Electric implementing effective career plans for old and young generations employees and for all profiles is a challenging and essential task because only by planning their careers people can reach their full potential and therefore contribute to the enhancement of the company’s business results. For the same reason it is important that the succession planning and the transfer of knowledge can cover not only the most senior jobs but a wider variety of positions. In this framework development programs can be extremely useful for the organization in order to answer to its human resources’ need of a clear professional growth path.
• How to implement an appealing career plan for our old and new generation employees
• What are the benefits? And threats? Lessons learnt?
• Challenges in development of future opportunities for both generations
How to build and manage your own internal training team
Especially during economically turbulent times, the best way of controlling your organization’s internal knowledge and minimize the dependency on external consultants’ expertise is by building your own internal training team. The Training and Development Manager of Jeronimo Martins Dystrybucja will share his experience and the company’s best practices regarding how to build and manage a successful internal training team.
• Why building an internal team of trainers
• How to select people for the team that suit the company’s profile and requirements: the profile of a successful trainer
• Managing the team: training for trainers
Mirosław Dudziński Training and Development Manager Jeronimo Martins Distribucja
Is your training and development budget well spent? The financial dimension of any training and development plan is one of the key issues and normally the main reason of disagreement within the other departments, especially when there are economic constraints. This is why companies need adequate techniques to manage their training and development budget and to measure the results of their investment.
• Training: cost-benefits analysis
• How to identify the appropriate evaluation techniques according to the different training and development actions
The transfer of corporate culture through the corporate training, development programs and on-the-job experience
No company is equal to another one because corporate culture is unique and difficult to emulate. Corporate culture determines how people think, believe and act within their organization. It is composed by values, principles and standards that need to be transferred to all employees because they are the foundation for all actions and business decisions taken by the company. Thanks to the experience of two different companies with a strong corporate culture we will see how training and development programs can help promoting it.
• Do your training and development programs reflect your corporate culture?
• In which measure does your company culture influence your business results?
Agnieszka Przybyłek Talent Development Manager Personnel and Organization Mars Polska
