Managing Graduate Development
Description of Project:
Following a period of rapid external recruitment in response to immediate resource demands, a graduate career development program was initiated to support the leadership vision of a four year strategy to grow talent within the organisation, in order to:
- To rebalance the focus of internal development vs. external hiring
- Improve the quality of the external hires by assessing potential prior to hiring
- Implementing consistent global development programs for graduates
The program consisted of four individual projects:
- Design and implement a new assessment tool for all experienced hires
- Implement a common divisional induction program for all new hires, including graduates
- Implement one consistent capability and competency development program for graduates
- Implement a recruitment and development program for experienced business post-graduate hires with high potential for roles in the USA, Europe and Asia
Chaucer’s Scope:
Chaucer was brought in to support the divisional resourcing department with a start-up project plan that clearly defined the objectives, project structure, resources, accountabilities, inputs and outputs and supporting governance required to effectively implement the graduate career development program.
As the program developed Chaucer took two distinct roles: to continue to provide project management of all workstreams within the program and to lead the common divisional induction workstream.
Key roles undertaken by Chaucer included:
- Project management for the four workstreams including planning, tracking, reporting, risks & issues management
- Leading the design of the content (and subsequently the delivery model for the implementation) of the induction programme
- Facilitation of workshops to define and agree content frameworks for each of the projects required by individual business units across the division
- Communications and engagement planning and delivery
- Transition planning to the new programs for existing employees
Benefits:
The four programs were designed and implemented globally within the agreed timescales and to budget, resulting in a harmonised approach to recruitment, assessment and induction. New graduate hires will now undertake some common competency development regardless of their geographic location. Their specific technical training will also adhere to common assessment and governance criteria, thus ensuring that consistent standards are maintained across business units and geographies within the division.
- Accreditations/Partners
