learning & development - dupont & development assessment needs analyisis ... • assessment...

Copyright © 2012 E. I. du Pont de Nemours and Company. All rights reserved. The DuPont Oval Logo, DuPont™, The miracles of science™ and all products denoted with ® or

™ are registered trademarks or trademarks of E. I. du Pont de Nemours and Company or its affiliates.

Learning & Development

Offering and Processes Update

October 29th, 2012

Rosaria Torriani, L&D Global Solution Architect

2

December 2012 Learning and Development Practice



Organizations

can’t build

long-term

stakeholder and

societal value

with short-term

people “fixes.”

3




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,

sustainability and operations

4




The DuPont L&D methodology

5




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

& action plan

6




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

7




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

n

8




Assessment 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

9




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,

material customization

10




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

• Layered interactions

The tools included in this

process are:

On-the-job experiences,

tasks and problem solving

Networking,

feedback about good

and bad examples

Courses

and

reading

10%

20%

70%

11




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

n

12




L&D solution implementation

Implementation approach & tools:

Train the trainers

Delivery network

Observes and coaches

On the job activity and project

assignments

13




Train-the-trainer methodology I

m

p

l

e

m

e

n

t

&

S

u

s

t

a

i

n

STEP 1 Identification

& Selection

of Candidates

STEP 2 Training

of Trainers

STEP 3 Assessment

& Certification

STEP 4 Mentoring of

New Trainers

14




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


Learners


Learners

I

m

p

l

e

m

e

n

t

&

S

u

s

t

a

i

n

15




Learning & 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

Thank you!

learning & development - dupont & development assessment needs analyisis ... • assessment...

Documents