Graduate Management Development Programme Connects/IITD...•Robust element of Talent Mgt. Strategy 16th January 2014, Alexander Hotel, Dublin 8 Starting Point •2008: Started with

16th January 2014, Alexander Hotel, Dublin

Graduate Management

Development Programme

‘Creation to Achievement’

2 16th January 2014, Alexander Hotel, Dublin

4. Changing Objectives

5. Growth of the GMDP

6. Getting Buy In

7. Building our Brand

Agenda

2. Why we started?

1. GMDP History

3. What we offered?


11. GMDP Breakdown & Evaluation

12. Bespoke Programmes / Growing Streams

13. Our USP

14. Next Steps

Agenda

9. Why we did it?

8. Branding Initiatives

10. Talent Management Strategy


GMDP History

2008

• Creation

• Sales & 2 HO Depts.

2010

• Trendence Survey

• Success Stories

• Board Buy-In

• German Language

2012

• New GMDP

• 9 Streams

• Increased Spend

2013

• Talent Management Integration

• 11 Streams

• IITD Awards

2014

• GMDP Workbook

• International Exposure

• Dedicated Programme Manager


Why we started?

• Specialist knowledge for Head Office

departments

• Start our Employer Branding strategy

• Growth phase of our business - constant need

for a flow of new talent to support growing

business (innovative)


What we offered?

Our Starting Point...

• 2 key HO functions

• Trial with Acc. &

Finance and

Logistics

programmes

• 18 months

invaluable work

experience • 6 months Sales

• 12 months HO Dept.


Changing Objectives

A Continually Evolving Programme... • Exposure to the foundations of our business

• Exposure to middle management positions

(SOM experience)

• Generic degree Specific degree

• General degree Honours degree

• More focus on Warehouse Training for 360°

view of our business

• Exposure to the Board

• Robust element of Talent Mgt. Strategy


Starting Point

• 2008: Started with 2 Graduates

• 2008: 200 applications

• 2008: 3 streams (Sales, Logistics & Accounting

& Finance)


Growth of the GMDP

• 2013: 6 Graduates – 1100 applicants

• Over 10,000 applications to date

• Over 30 Graduates through the programme

• 6 currently on the programme


Growth of the GMDP

• Intake Numbers

• Talent Management Strategy

• Ernst & Young example

• Employer Branding


Getting Buy In

• Originally Board and HR driven initiative

• Challenge no. 1: Buy-in from Line

Managers • Think long-term

• Invest heavily in these graduates with time and

resources

• Challenge no. 2: Support from Sales • Difficult to get training

• Not trainees for Sales department


Building our Brand

• Recognised as a employer of Graduates

• Build our reputation within the industry

• Attract the best talent for our business

• Want to be talked about!

• International Standard – Trendence


GradIreland

• Why did we work with them?

– Reach to target market

– Knowledge bank

– Consultancy

• What was going well?

• What could be better?

• 3/5 year plan

• Ear to the ground from Graduates


Publications

GradIreland


QR Code All Streams

Campus / Career Fair Presence


Our Recruitment Marketing Material


Online presence – Banners & MPUs

GradIreland


National Student Challenge

GradIreland


GradIreland


Building our Brand on Campus

• Sponsorship Opportunities

• Quarterly Meetings with Career Services

• Company Presentations / Workshops


Building our Brand on Campus


Why we did it?

• Career guidance advisors are the direct contact

with students across all campuses

• Word of mouth

• Promotion

• University campus branding opportunities

• Change overall brand perception


Lidl Ireland Placements for 2010:

Retail Sector: 8th

Overall: 146th Place


Retail Sector: 8th

Overall: 72nd Place


Retail Sector: 2nd

Overall: 30th Place


Retail Sector: 2nd

Overall: 21st Place

Top 10 in order (Retail):

1. Paddy Power 6. Musgrave Group

2. Lidl 7. Marks & Spencer

3. Aldi 8. TK Maxx (TJX)

4. Marriott Hotels 9. Penneys (Primark)

5. USIT 10. Tesco Ireland

GradIreland & Trendence


Talent Management Strategy

• Incorporation

• Future proofing our business

• Middle management attrition rates

• Future projects

• INT projects


GMDP Breakdown

• 18 – 24 months

duration

• Each stage lasts 6

months

• Milestones set at each

interval

• Tracked, monitored

and assessed via

GMDP Workbook

Stage 1

• Operations Training

Stage 2

• Chosen Department

Stage 3

• Sister Department

Stage 4

• Language School

• INT Exposure


Question?

• Which one of these streams is NOT a Lidl

Graduate offering?

– Governance, Risk & Compliance

– Procurement

– Advertising

– Sales


GMDP Breakdown

– Accounts &

Finance

– PR & Marketing

– HR & Payroll

– Governance, Risk

& Compliance

– Purchasing

• No Sales!

– Supply Chain

– Information

Technology

– Health & Safety

– Procurement

– Advertising

– Portfolio &

Facilities

Currently 11 different GMDP


How do we create a stream?

• Complete a needs analysis:

– Ensure there is sufficient support for trainee?

– Exposure to important projects?

– Look at mid-term plans for that department?

– Future strategic projects?

– Will the trainee be able to add value?

– Ensure there is suitable graduate target

market?

• Will there be a demand for it!

– Will the stream be able to add strategic

value?


GMDP Evaluation


GMDP Evaluation


Our USP

• Support structure – 1 week on boarding

– Dedicated Programme Manager (*Project based)

– Dedicated Training & Development Manager in Sales

– Best practice ‘Mentoring Programme’

• Employer needs

• Transferable skills

• Man management

• Board buy in


Our USP


Our USP


Our USP


Our USP


Our USP


Next Steps

• Where can we go from here?

• 1 Assessment Centre

– Aviva Stadium

• International Travel

• We listen, We evolve, We respond!


Documents

Graduate Management Development Programme Connects/IITD...•Robust element of Talent Mgt. Strategy 16th January 2014, Alexander Hotel, Dublin 8 Starting Point •2008: Started with