Ref: CFS 1401
An ICBE member company is looking to establish an internal training programme in order to coach and develop high potential employees so they are ready for the move to a Production Supervisor role.
The company is interested in benchmarking with other companies who may have a similar programme in place to understand how they structure the programme, how they select candidates for the programme and how they measure its success.
Objective: The main objective is to learn what best practice is for Internal Development Programmes within Production or how member companies coach employees for internal promotions in to Supervisory roles.
RESPONSES[s2If !is_user_logged_in()] You MUST be a registered ICBE member and logged in to view the Responses to this Call for Support. For more information about membership or to login please click here.[/s2If] [s2If is_user_logged_in()]
From: Connole Joyce, Mary [mailto:Mary.ConnoleJoyce@bsci.com]
Sent: 10 February 2014 4:31
To: Grainne Walsh
Subject: UPDATE: Inhouse development
Hi Grainne, some time ago you sent out a request for companies to share their in-house development programs/models and I just want you to know that I would be willing to share some of the work we are doing here. However, I would like to know which companies are participating.
(021) 453 1000
From: Siobhan McGovern [mailto:email@example.com]
Sent: 27 January 2014 11:52
To: Grainne Walsh
Subject: FW: Call for Support – Internal Development Programmes
Good Morning Grainne,
Here is some information I and my colleagues put together in response to the above:
In the first Instance when a new Manager is appointed we have a New Manager Induction Programme. This is a programme designed by HR and actioned by each Manager individually. This programme allows each new Manager to become more familiar with each area of the Business and to equip them with every day Management knowledge.
Each year we run a Leadership Curriculum Programme which is based on a number of modules e.g. Legislation, Management Development, Front Line Leader, 7 Habits of Highly Effective people etc. These modules are designed and developed both in house and externally. All of the Management Team attend these modules and this is part of their development programme.
In addition we run a Diploma in Food Industry Skills. This is certified by City and Guilds. There are 13 modules and skills assessments. Examples for the modules on this programme include, Bar Coding, Health and Safety, HACCP and Food Safety. The modules have been specifically designed around our processes. Each year we look for a number of application for this 1 year programme. The applicants go through an internal interview process and successful applicant attend the programmme.
Also in the past we have run a Leadership Development programme. The main objective of the Leadership Development Programme was to prepare a small group of 8 team members for potential future leadership positions in Ballina Beverages. This programme gave the opportunity to acquire a range of managerial and interpersonal skills leading to a Diploma in Management, accredited by CMI (Chartered Management Institute).
Programme Structure and Content: The duration of the programme was 2 years and comprised of the following:
- Approx. 12 workshops which took place every 4 – 6 weeks
- Case Studies, Group Exercises, Presentations and Business Simulation Exercises
- 4 Work Based Assignments
- Final project (4,000 words)
- Final project presentation to Ballina Leadership Team
- Study Time required will be at least 4 hours per week
5 Compulsory Core Programme Modules:
- Developing your Management Style
- Planning to meet Customer and Quality Requirements
- Managing Financial & Non-Financial Resources
- Effective Communication and Information Management
- Managing Performance
Grainne – hope this is useful.
I run a Leadership Development Programme for high potential employees. It is FETAC certified. I would be happy to discuss it.
Snr. Human Resources and Development Specialist
RUSAL Aughinish 061-604370 Avril.Glynn@augh.com
We have developed an internal Succession Management Development Programme for middle/senior managers. This is a very bespoke approach, based on an initial development centre followed by a targeted development programme, focussed on key areas of development. Possible activities include coaching, mentoring, action learning, shadowing and specific skills development. Participants are selected through a competency based application. We would be happy to give you the details if you are interested
Jim Fleming (MSc Mgmt.)
Asst. National Director of HR
Health Service Executive
Tel: (01) 8817038
I have my own consultancy now and work also for Pfizer as a consultant so if this company would like some help my number is 086 8559027 or email firstname.lastname@example.org.
086 8559027 Kay.Joyce@pfizer.com