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Learning & Development at CERN

Learning & Development at CERN. Pascale Goy HR-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 :

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Learning & Development at CERN

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  1. Learning & Development at CERN Pascale GoyHR-LD Induction Programme

  2. CERN’s LEARNING POLICY • Sponsoredat the highestlevel of CERN, • learningispositioned as a strategicactivityfor achieving the mission of the Organisation • Main aims: • Develop a highlyqualified and motivatedworkforceable to meet the evolvingneeds of CERN in periods of rapidchange • StrengthenCERN values and developcore & managerialcompetencies • Adopt a commonapproach and giveequitableaccess to learning

  3. SCOPE DEVELOPMENT Systematicenhancement of competenciesleading to personal /professionalgrowth LEARNING Variety of formal & informal actions aimedat MPE development Membership Conferences Knowledge sharing Assignments Distance learning On-the-job AcademicSeminars Self-learning Job shadowing Job rotation Individualcoaching • TRAINING • Formal programmes deliveredinternally and externallywithspecificoutcome Projects Team actions CERN training catalogue External training Under Deptresponsibility Under L&D responsibility Under Deptresponsibilitywith L&D guidance

  4. AREAS OF LEARNING WITH CORPORATE PRIORITY • Mandatory to perform a function or a role in the Organization • safety-training and awareness • technicaltraining improvement programmes (including language training) • leadership and supervisory skills improvement programmes to acquire the required managerial competencies • Necessaryto 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) • Aimed at fostering mutual understanding in the Organization • core communication programmes • sensitization to diversity issues in the workplace

  5. IDENTIFICATION OF LEARNING NEEDS • Performance management process (induction & annual interview) • Ad-hoc requeststhroughout the year, whenneed arises • MONITORING & EVALUATION • For training organised by HR-LD : evaluation questionnaires • Performance management process (end/mid probation period, annual interview) • TIME FOR LEARNING • Averageof 5-10 days of learning per year

  6. HOW TO REGISTER FOR A COURSE Internal course → EDH www.edh.cern.ch → CTA : Training Catalogue www.cta.cern.ch → HR website www.cern.ch/training External course → EDH www.edh.cern.ch

  7. CONTACTS FOR INTERNAL TRAINING • Language • Kerstin Fuhrmeister • + PAROLES • Martine Zuffi-Montagne (F) • Tessa Osborne (E) Management & Communication Pascale Goy Erwin Mosselmans Nathalie Dumeaux Kerstin Fuhrmeister Technical Valeria Perez Reale Elise Romero Eva Stern HR-LD Safety Training DGS-SEE-SE Christophe BalleIsabelle Cusato

  8. CONTACT IN YOUR DEPARTMENT DTO =Departmental Training Officer BEEric MONTESINOS DG Florence RABIER DGSJonathan GULLEY EN Ofelia CAPATINA FPSabine ROULET GS Doreen KLEM HR Florence LICCI-OUNNOUGH IT Maria DIMOU PF Claude LAMBOLEY PH Nathalie KNOORS TEDorothée DURET

  9. MORE INFO ON INTRANET General : cern.ch/hr-training Procedures : Admin e-guide

  10. Thanks for your attention. Any questions ?

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