Approaches to talent management. Approaches to Talent Management - Electrolux. You will come into contact with many different aspects of our talent management – from coaching, feedback, appraisal talks and talent reviews to mobility and training programs. .
You will come into contact with many different aspects of our talent management – from coaching, feedback, appraisal talks and talent reviews to mobility and training programs.
Leadership development is a process, which focuses on taking Electrolux forward and improving the overall business results through accelerated development of the leadership capabilities of our managers.
The Electrolux Leader - is the first stepping-stone of the company’s leadership programs. Leadership is more about dialogue and coaching than about assigning tasks and demonstrating authority. It centers on a common approach to leadership and people management.
International Leader - is designed to enhance leadership skills to equip managers with several years of experience to effectively lead people into action and reinforce a one-company culture “Our Electrolux”.
Next Level Leader - This program for managers reporting directly to senior management in the organization is created to build on existing leadership skills, helping to effectively implement Group strategy through improved leadership.
The Executive - is designed as an integrated learning journey of senior managers and top leaders to prepare them to manage and lead present and future changes in the Group.
There is good reasoning behind our creation of the term “Trelleborg. Where talents grow.”
Within Trelleborg, the development of the employees is a core aspect of operations.
We encourage internal mobility in the Group and hundreds of vacancies are published on our intranet each year.
This provides employees greater opportunities for promotion, broadened experience and new, attractive challenges.
For this reason interviews are regularly arranged with superiors to discuss career objectives and the development measures that are suited to them.
Developing your Career at GKN - We provide a framework to achieve consistency to individual development through which everyone progresses during their career in GKN.
There are assessment centres at each of the three key transition stages so that everyone is given a fair opportunity to progress.
The personal development process forms a part of this and includes career planning as part of the discussion that all employees are expected to have with their managers.
Training is provided at all levels of the organisation in order to ensure that people are helped and accelerated into new roles with the proper preparation to ensure that they succeed in their career.
These discussions feed into the Organisation Planning Process, which matches individuals’ capabilities and aspirations with the company’s talent requirements.
Stainless Pro International Graduate Programme- is a two-year programme that acquaints you with Outokumpu's business operations.
During the programme you’ll develop your competences and gain valuable experience by working with demanding assignments in different locations around the world.
Intense hands-on work and networking with our global team are key elements of the programme.