Graco 2014 Annual Report Download - page 12

Newell Rubbermaid 12 2014 Annual Report
BUILDING AN
“I WANT TO
WORK HERE”
CULTURE
As we work to build a faster-growing, more global
company, we must attract, engage and develop the
kind of people who thrive in a high-performance
culture. We have a network of initiatives in place
to guide, support, energize and inspire our people
from their first moment of contact with Newell
Rubbermaid through a long and fulfilling career.
In order to retain and energize both new and veteran
talent, we created a global Employee Insights Team
to provide recommendations for driving employee
engagement. We have also developed resources
to create more consistent onboarding, identify
possible career and development paths, and provide
guidance on flexible work schedule opportunities.
Our goal is to develop a talent management strategy
that integrates with our business goals to get the right
talent in the right place at the right time. Our new
Talent Roadmap succession planning process, which
incorporates quarterly reviews of people across the
organization to identify and cultivate high potential
from within, supports this strategy by increasing
the visibility of talent, strengthening our bench and
promoting an “I want to work here” culture.
Research has proven that people who envision
broader possibilities for their careers also put
that broader vision to work for the company. In
order to help guide that vision, we introduced
My
GPS
, a portfolio of vibrant career development
tools designed to help employees identify their
personal values, accomplishments and barriers.
My GPS helps employees navigate and shape their
own careers in a way that aligns their personal
objectives with company needs. Employees can
set goals and find mentors and advisors as they
plan for professional development at any stage of
their careers. Through
My GPS , we are putting our
employees’ development plans in their own hands.
With their personal development path in view, we
are supporting employees’ eorts with learning and
development opportunities that better align with the
Growth Game Plan. We are oering more general
management, leadership, mentoring and coaching
courses; courses in using systems and processes;
online modules in many languages; plus opportunities
for stretch assignments and roles on project teams.
FORMED EMPLOYEE
INSIGHTS TEAM TO
ENHANCE EMPLOYEE
ENGAGEMENT LAUNCHED MY GPS
CAREER DEVELOPMENT TOOL
INTRODUCED
TALENT ROADMAP
SUCCESSION PLANNING
PROCESS
GROWTH