APC 2015 Annual Report Download - page 87

2015 REGISTRATION DOCUMENT SCHNEIDER ELECTRIC 85
SUSTAINABLE DEVELOPMENT
2
COMMITTED TO AND ON BEHALF OFEMPLOYEES
capability and competencies in the seven domains of Safety
and Environment, Customer Satisfaction&Quality, Purchasing,
Manufacturing, Supply Chain Planning, Logistics and
Industrialization. In 2015, 40new learning offers where launched
on strategic topics, 90% of them being e-learning; more than
95% of GSC employees did more than one day training and 85%
ofwhite collars did more than fi ve hours of digital learning;
•Research & D evelopment: the Offer Creation Academy addresses
the competency needs of the Offer Creation Process (OCP) to
ensure the right competency levels of R&D employees globally.
The range of learning offers covers the entire OCP lifecycle,
addressing skills such as project management, design and
testing, R&D processes, software tools,etc.;
•Sales through Partners: the Sales Excellence Academy is set to
prepare the transactional sales force for the challenges of the
commercial transformation in line with business strategies. It
develops training paths for sales engineers, representatives and
managers in order to impart knowledge, skills and behavior to
sell through partners (about 12,000employees). The curriculum
being developed aims to cover both «foundational skills » for all
sales people in contact with customers and «advanced courses»
to address more complex sales environments or coaching skills;
in 2015, the academy merged with the Marketing academy to
provide even more support for the transformation of the Group in
these businesses;
•Solutions: the Solutions University offers a comprehensive
portfolio with a fl exible approach including 18 blended certifi cation
curricula and 15 programs for leaders and managers, tailored
to organization’s needs and performance environments. The
Solutions University’s aim is to support the solutions and services
business growth, greater business collaboration and more agility.
At the end of 2015, around 13,000enrolled candidates from 95
countries have taken the Solutions University learning paths,
delivering 7,554certifi cates.
Leadership Development
The ongoing development of leaders within Schneider Electric is
seen as a critical element of our future success. «One Leadership»
is a suite of programs deployed on a global level by the Leadership
Academy to support the leadership development needs of
managers at all levels. Approximately 3,500managers participated
globally in the different offers for leaders and senior leaders.
LEAP (Leadership Excellence Acceleration Program) is the regional
high potential program of One Leadership; it develops high potential
leaders for future regional leadership roles. Inclusive in its design
is the « 3E » approach (Experience, Exposure and Education),
simulations and projects to address real business problems.
Approximately 400high potential leaders attended these regionally
run programs in 2015.
Our executive development offer, Lead to Achieve, Lead to Impact
and Lead to Inspire, brings multi-level leaders together and provides
challenging, best-in-class education and exposure opportunities
for 260 global high potential leaders. This innovative approach to
leadership development has led to enhanced leadership acumen
and accelerated career advancement, ensuring the continuity of
Schneider Electric’s leadership pipeline.
The focus of leadership development in 2015 continued to be the
front line managers’ population (22,000 people).
Global tools and enablers
My Learning Link
My Learning Link, Schneider Electric’s global learning platform
which integrates e-learning, webinars, social learning, classroom
learning, assessments and full certifi cation paths, was progressively
deployed in all countries in 2013 and took off in 2014. Academies
and country-level courses are registered in My Learning Link:
•more than 15,000 modules of learning content are available in
seven languages;
•140,000 employees have access to the system;
•85% of employees followed at least one day training (instructor-
led training and digital learning) in 2015.
No managerial approval is required for employees to register for
online courses; employees are actively encouraged to take the
responsibility for developing their competencies. This platform is
instrumental in developing the skills of the workforce at all levels,
supporting business strategies by targeted learning activities
as well as enabling them to become a stronger actor in their
own development. It is also instrumental in reaching the Group’s
objective of one day of training per employee per year, which is part
of the Planet & Society barometer .
My Learning Link is also used to deliver online training programs
to Schneider Electric customers. In 2015, the Partner Relationship
Management (PRM) program was deployed in 10 countries,
including a training module that provides our partners with dedicated
learning paths based on their area of expertise.
Spice
Spice is Schneider Electric’s social media platform; it also creates
a learning environment in which many internal communities can
exchange, share knowledge, experiences and documents.