Learning & Development at CERN

Pascale GoyHR-LD

Induction Programme

CERN’s LEARNING POLICY Sponsored at the highest level of CERN, learning is positioned as a strategic activity for achieving the mission of the Organisation

Main aims : Develop a highly qualified and motivated workforce able to

meet the evolving needs of CERN in periods of rapid change Strengthen CERN values and develop core & managerial

competencies Adopt a common approach and give equitable access to

learning

3

SCOPE

4

TRAINING Formal programmes delivered internally and externally with

specific outcome

LEARNING Variety of formal & informal actions aimed at

MPE development

On-the-job

Assignments

Projects

Job shadowing

Knowledge sharing

Job rotationSelf-learning

Distance learning

Individual coaching

Team actions

DEVELOPMENT Systematic enhancement of competencies leading to

personal /professional growth

CERN training

catalogue

Academic Seminars

Conferences

Under Dept responsibility

Under L&D responsibility

Under Dept responsibility with L&D guidance

Membership

External training

AREAS OF LEARNING WITH CORPORATE PRIORITY1. Mandatory to perform a function or a role in the Organization

• safety-training and awareness• technical training improvement programmes (including language training) • leadership and supervisory skills improvement programmes to acquire the

required managerial competencies

2. Necessary to ensure a successful integration in the Organization and/or the local area• induction to CERN to ensure that all MPE have a common understanding of the

Organization’s mission • office software to ensure that personnel at all levels may take advantage of the

full capacity of the CERN systems (EDH, HRT, etc) • basic language and safety training (if not already covered under paragraph 1)

3. Aimed at fostering mutual understanding in the Organization• core communication programmes• sensitization to diversity issues in the workplace

5

IDENTIFICATION OF LEARNING NEEDS1. Performance management process (induction & annual interview)2. Ad-hoc requests throughout the year, when need arises

MONITORING & EVALUATION1. For training organised by HR-LD : evaluation questionnaires2. Performance management process (end/mid probation period,

annual interview)

TIME FOR LEARNINGAverage of 5-10 days of learning per year

6

Internal course

→ EDHwww.edh.cern.ch

→ CTA : Training Cataloguewww.cta.cern.ch

→ HR websitewww.cern.ch/training

HOW TO REGISTER FOR A COURSE

External course

→ EDHwww.edh.cern.ch

7

8

Safety TrainingDGS-SEE-SE

Christophe BalleIsabelle Cusato

Language

Kerstin Fuhrmeister+ PAROLES

Martine Zuffi-Montagne (F)Tessa Osborne (E)

Technical

Valeria Perez RealeElise RomeroEva Stern

Management & CommunicationPascale GoyErwin MosselmansNathalie DumeauxKerstin Fuhrmeister

HR-LD

CONTACTS FOR INTERNAL TRAINING

9

BE Eric MONTESINOSDG Florence RABIERDGS Jonathan GULLEYEN Ofelia CAPATINAFP Sabine ROULET GS Doreen KLEMHR Florence LICCI-OUNNOUGHIT Maria DIMOUPF Claude LAMBOLEYPH Nathalie KNOORSTE Dorothée DURET

CONTACT IN YOUR DEPARTMENTDTO = Departmental Training Officer

10

MORE INFO ON INTRANET

General : cern.ch/hr-training

Procedures : Admin e-guide

Thanks for your attention.

Any questions ?

11