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© 2013 IBM Corporation
Should Graduates Manage Their Own Development?
AGR 3D Conference
14 March 2013
Julia Game and Jez Brooks
IBM Professional Development Managers
© 2013 IBM Corporation2
Session Aims
Development is a key objective for all graduate employers and constantly evolving
programmes are essential to stay competitive.
During this interactive session we will share with you how IBM uses a variety of approaches
which integrate to give graduates the freedom for individual and collective development.
© 2013 IBM Corporation3
Agenda
Introductions
About the IBM Graduate Scheme
Key challenges for IBM
How we address the challenges
The development sweet spot
Summary
Q&A
© 2013 IBM Corporation4
Introductions
© 2013 IBM Corporation5
IBM UK Foundation
Services to IBM UK
Business & ClientsProfessional
Development
Brand / External
Recognition
511Graduates
111Apprentices
283Industrial
Placements
33Gap Year
© 2013 IBM Corporation6
IBM Graduate SchemeManagement Team
© 2013 IBM Corporation7
Key challenges for IBM
� Number of graduates
� Variety of roles / geographical distribution of graduates
� Tailoring individual development
� Expectations – of graduates & our business (and ultimately our clients)
© 2013 IBM Corporation8
A two year graduate development journey…x511 people
© 2013 IBM Corporation9
Individual Development
© 2013 IBM Corporation10
Education & Tools
© 2013 IBM Corporation11
Communities & Schemes
Graduate
Apprentice Placement
© 2013 IBM Corporation12
External Engagement
© 2013 IBM Corporation13
The Development Sweet Spot
© 2013 IBM Corporation14
A two year graduate development journey…x511 people
© 2013 IBM Corporation15
So when it all comes together you get…
•Individual choice and ownership
•Role and competency based
development•Individual & group
development
•Networking
•Experiential development
•Graduates support each other
•Peer led activity
•Connect cross-scheme and SME
communities
•Skills transfer/learning
•Networking
•Eminence
•Experienced and new hires connect and learn
•Connections with the senior organisation
•External•Eminence
•Networking•Skills transfer
•Industry influence•Attraction/Recruitment
© 2013 IBM Corporation16
Additional key factors when considering a bottom-up, blended approach…
� Peer support – through the use of communities, providing shadowing and work
experience as a means to learn, use of tools/social media
� Values based – we have to Trust our graduates (& students) to support each other, seek
learning, “own” their career
� Human aspect – with Development Manager support throughout schemes (and beginning
to end, through attraction, onboarding, induction, development, reviews, progression)
� Consistency – competencies common throughout recruitment, development and all
schemes (& beyond graduate scheme)…
� … this forms the basis of our programme, regardless of role, business alignment,
experience etc.
� All aspects brought together under a single Umbrella organisation with a bottom up
approach to development
© 2013 IBM Corporation17
Any questions?
@hottiejez (yes really)!
@juliagame
uk.linkedin.com/in/jezbrooksibm
uk.linkedin.com/in/juliagame