Learning Development at CERN Pascale Goy HRLD Induction

Learning & Development at CERN Pascale Goy HR-LD Induction Programme

CERN’s LEARNING POLICY Sponsored at the highest level of CERN, learning is positioned as a strategic activity for achieving the mission of the Organisation Main aims : Ø Develop a highly qualified and motivated workforce able to meet the evolving needs of CERN in periods of rapid change Ø Strengthen CERN values and develop core & managerial competencies Ø Adopt a common approach and give equitable access to learning 3

SCOPE DEVELOPMENT Systematic enhancement of competencies leading to personal /professional growth LEARNING Variety of formal & informal actions aimed at MPE development Membership Conferences Knowledge sharing Assignments Distance learning On-the-job Academic Seminars Self-learning Job shadowing Individual coaching Team actions Job rotation TRAINING Formal programmes delivered internally and externally with specific outcome CERN training catalogue Projects External training Under Dept responsibility Under L&D responsibility Under Dept responsibility with L&D guidance 4

AREAS OF LEARNING WITH CORPORATE PRIORITY 1. Mandatory to perform a function or a role in the Organization • safety-training and awareness • technical training improvement programmes (including language training) • leadership and supervisory skills improvement programmes to acquire the required managerial competencies 2. Necessary to ensure a successful integration in the Organization and/or the local area • induction to CERN to ensure that all MPE have a common understanding of the Organization’s mission • office software to ensure that personnel at all levels may take advantage of the full capacity of the CERN systems (EDH, HRT, etc) • basic language and safety training (if not already covered under paragraph 1) 3. Aimed at fostering mutual understanding in the Organization • core communication programmes • sensitization to diversity issues in the workplace 5

IDENTIFICATION OF LEARNING NEEDS 1. Performance management process (induction & annual interview) 2. Ad-hoc requests throughout the year, when need arises MONITORING & EVALUATION 1. For training organised by HR-LD : evaluation questionnaires 2. Performance management process (end/mid probation period, annual interview) TIME FOR LEARNING Average of 5 -10 days of learning per year 6

HOW TO REGISTER FOR A COURSE External course Internal course → EDH www. edh. cern. ch → CTA : Training Catalogue www. cta. cern. ch → HR website www. cern. ch/training 7

CONTACTS FOR INTERNAL TRAINING Technical Language Valeria Perez Reale Kerstin Fuhrmeister Elise Romero + PAROLES HR-LD (F) Martine Zuffi-Montagne Eva Stern Tessa Osborne (E) Management & Communication Pascale Goy Erwin Mosselmans Nathalie Dumeaux Kerstin Fuhrmeister Safety Training DGS-SEE-SE Christophe Balle Isabelle Cusato 8

CONTACT IN YOUR DEPARTMENT DTO = Departmental Training Officer BE DG Eric MONTESINOS Florence RABIER DGS EN FP GS HR IT Jonathan GULLEY Ofelia CAPATINA Sabine ROULET Doreen KLEM Florence LICCI-OUNNOUGH Maria DIMOU PF PH TE Claude LAMBOLEY Nathalie KNOORS Dorothée DURET 9

MORE INFO ON INTRANET General : cern. ch/hr-training Procedures : Admin e-guide 10

Thanks for your attention. Any questions ? 11