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Training
Published on Friday, 23 Apr 2010
Gabriel Lo
Executive, human resources, IBM China/Hong Kong

Gabriel Lo
Executive, human resources, IBM China/Hong Kong

Staff development  

To support our transformation and growth strategies, we have reinvented our company values, defined employees' core competencies and rolled out value-based development programmes to enable an adaptable workforce for clients and the company's success.

All these programmes fall within the IBM CareerSmart Framework, under which our 400,000 employees across 170 countries plan and set career goals for their professional development, gain skills and experience, and keep track of progress towards achieving their goals.  

Programmes  

IBM CareerSmart Framework drives constant improvement and assessment by integrating development goals and plans into IBM's performance evaluation system. It provides a structured career development for employees with a complete suite of programmes and tools through our intranet.

The programmes include Sales Eminence, which helps to develop a professional and versatile sales force, and allows sellers to chart successful careers built on T-shaped experiences and expertise that are broad and deep. Learning@IBM Explorer is a portal with a comprehensive range of learning programmes. And Professional Marketplace is to find projects that broaden one's skills and experience.

The framework allows employees to take ownership of their own development - from setting short- and long-term career goals and aspirations to deciding development path and pace.  

Feedback  

IBM CareerSmart Framework is able to provide not only clear guidance but also the motivation to take ownership in growing one's career.


Edward Lo
Learning and staff development manager, Eaton Hotel

Staff development

Delivering on the promise of "surprising hospitality" through clever, modern design, an enthusiastic can-do service culture and a continuing commitment to sustainability, training and development has always been the focus of Eaton Hotel Hong Kong. We are committed to nurturing colleagues through effective and innovative training initiatives that link with the hotel's defined competencies, bringing mutual benefits as a result.  

Programmes

All the new staff are trained by the departmental on-the-job-trainer (OTJ) programme in the first three months, which is based on the OJT checklists, standard operating procedures and the hotel's employee welcome booklet.

A total of 29 OJTs have been selected from senior operations staff and all of them have received a two-day "Train-The-Trainer" programme. Our Orientation Refresher Programme is a brand new, redesigned, two-day "back to basics" orientation for all existing members and new hires.

It delivers the message of a "New Vision of the World", and mixes cultural and brand elements with sharing and presentation sessions for all department heads. All the training programmes are designed and delivered through activities, such as games and role-playing, with the aid of video recordings for participants to review what they have learned from the programmes.  

Feedback

These innovative training initiatives have a great impact on overall hotel performance. Colleagues value the training and development highly and think that the training initiatives provide them with opportunities to develop their careers.


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