Every employee in the company takes part in the annual Personal Development Programme (PDP), which reviews skills and performance and identifies opportunities for recognition and advancement. The PDP is also the primary tool for assessing and planning employee training. In 2008, we invested over $18 million in training (including courses, seminars, one-on-one instruction, and tuition reimbursement) to develop the capabilities and future potential of our employees.
We provide a host of online training tools for employees, like Cultural Navigator. This course highlights how cultural preferences can affect overall ways of working (like the fact that some people prefer working in teams, while others like to work independently) or something as simple as the wording or tone of email messages. The course highlights how awareness of these differences can take some of the guesswork out of collaborating effectively.
We offer an RE management training course with Harvard University to help our managers acknowledge the contributions of others, build winning teams, and develop strategic and visionary thinking.
By the close of 2008, 252 of RE’s top executives completed Management Development Planning (MDP). The process involves in-depth interviews to assess strengths and development areas; action plans are agreed with the individual and their manager on present job, skills/knowledge, and future career. Progress is regularly checked and updated and plans are revised for changes in roles or responsibilities. MDP leads to precise actions for attaining present and future career goals; provides an insightful view of the individual; encourages openness, and sensitive issues are readily addressed. MDP training of selected HR professionals to drive a modified process deeper in the company commenced in 2008 and will continue in 2009.