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Learning & Development

Offering and Processes Update

October 29th, 2012

Rosaria Torriani, L&D Global Solution Architect

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December 2012 Learning and Development Practice



Organizations

can’t build

long-term

stakeholder and

societal value

with short-term

people “fixes.”

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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

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The DuPont L&D methodology

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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

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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

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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

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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

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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

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The DuPont approach to capability development is based on

how learning occurs

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• 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%

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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

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L&D solution implementation

Implementation approach & tools:

Train the trainers

Delivery network

Observes and coaches

On the job activity and project

assignments

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Train-the-trainer methodology I

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STEP 1 Identification

& Selection

of Candidates

STEP 2 Training

of Trainers

STEP 3 Assessment

& Certification

STEP 4 Mentoring of

New Trainers

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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

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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

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Thank you!

Documents

Learning & Development - DuPont United Kingdom€¦ · ™ are registered trademarks or trademarks of E. I. du Pont de Nemours and Company or its affiliates. Learning & development