APC 2013 Annual Report Download - page 88

2SUSTAINABLE DEVELOPMENT
COMMITTED TO AND ON BEHALF OF EMPLOYEES
Mobile devices: Conscious of the need for online availability, the globally. Our range of learning offers covers the entire OCP
Group has launched studies to define action plans to increase the lifecycle, addressing skills such as project management, design
number of Learning offers accessible through mobile devices. and testing, R&D processes, software tools,etc. 2013 saw the
launch of a new offer on cyber security as well as the
Our Learning & Development organization
development of online courses for System-Engineering focused
on the integration of technologies. Our 2014 training
development program will be mainly oriented towards closing
Global academies
the gaps of competencies of OCP critical roles which will be
identified through career and competency reviews;
The academies’ curriculums are built using the outcome of Sales through Partners: The Sales Excellence Academy is set to
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workforce planning (see page87). Schneider Electric benefits of a prepare the transactional Sales force for the future, in
network of Learning Solution internal consultants, they are in the coordination with Business strategies and Geographies. It
different geographies and support managers and HR officers in develops training paths both for Sales
identifying the relevant Learning Solution for the needs of their Engineers/Representatives and Managers in order to impart
employees. knowledge, skills and behavior for Sales people selling through
We have “business academies” who train customers and partners (about 12,000 employees). The curriculum being
employees on our products, solutions and services. developed aims to cover both “Foundational competencies” for
all Sales people in contact with customers and “advanced
One example is the Solutions University. The HR organization in courses” to address sophisticated sales environments or
charge of LearningSolutions partnered with the coaching skills. Modules are aligned with key sales
Solutions&Strategic Customers Department and the business competencies and are integrating changes driven by digitization.
leaders to develop the Solutions University in order to accelerate New releases for 2013 include cross-businesses training to
the development of strategic skills in solutions and services. accelerate field service sales, and an advanced course for price
Certifying career paths and Coaching & Managers programs are negotiation offered jointly to Purchasing and Sales Engineers.
offered to employees (account managers, sales representatives,
solutions architects, projects and services teams,etc.). By the end
Leadership Development
of2013, 5,000 people in 70countries will have received a
certification and more than 12,000 people have been enrolled in
“One Leadership” is a suite of programs deployed on a global level by
the certification path.
the Leadership Academy to support the leadership development
needs of managers at all levels. In 2013 the programs have been
Our global training offers are designed by the “Academies” in close
refreshed and aligned to the Connect program. Approximately
cooperation with business leaders. In addition to
3,000managers globally participated in the different offers for
Solutions&Leadership skills development, Schneider Electric has
managers and senior managers. The Academy is also moving to a
initiatives in key functional areas such as:
blended learning model and has launched a new program “Leading
Global Supply Chain (GSC): The Global Supply Chain Academy
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Managers” utilizing customized simulations, in-program coaching,
was set up to provide every professional within the GSC function
virtual classroom and webinars.
the opportunity to learn and develop their functional knowledge,
LEAP (Leadership Excellence Acceleration Program) is the regional
capability and competencies in the seven domains of Safety and
high potential program of One Leadership, and has received great
Environment, Customer Satisfaction&Quality, Purchasing,
feedback from participants and business leaders particularly on its
Manufacturing, Supply Chain Planning, Logistics and
“3E” approach (Experience, Exposure and Education) and inclusion of
Industrialization. In2012, the Group strengthened the Global
real business problem solving. About 400high potential leaders have
Supply Chain Academy which currently has members in each
attended these regionally run programs so far.
region in order to better understand the needs from both
strategic GSC orientation and local needs and constraints,
The focus of leadership development in 2013 has been the Front Line
design an offer adapted to them and manage its deployment in
Manager population and considerable time and effort has gone into
all the local GSC entities. Over 20,000GSC employees have
understanding their needs and competency gaps as managers to a
been trained, 10,000 of whom have received more than 1 day’s
large population of employees. Development programs and initiatives
training, and on average, each white collar employee has spent
are being deployed to support this focus: one such initiative is “My
more than 6hours on e-learning, which reflects strong progress
Virtual Coach”, a toolbox of management ideas, tips and videos,
and acceptance of digitized learning within Schneider Electric;
accessible to managers on My Learning Link.
research & development: The Offer Creation Academy
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In 2013, an extensive review of leadership competencies was
addresses the competency needs of the Offer Creation Process initiated. This review will define the Schneider Electric Leadership
(OCP) to ensure the right competency levels of R&D employees Brand which will be launched in 2014.
86 2013 REGISTRATION DOCUMENT SCHNEIDER ELECTRIC