ANNUAL REPORT 2007 - 2008
Enter the Alstom University
Table of contents EDITORIAL
04
A SUCCESSFUL FIRST YEAR
05
Alstom University key facts & figures
06
Training for all
07
Special events
12
Community Networks
14
A constant dynamic of improvement
15
WORLDWIDE TALENT, WORLDWIDE TRAINING
16
Together and closer with Regional Campuses
17
Latin America Regional campus
17
Asia Regional campus
17
India Regional campus
18
North America Regional campus
18
A PROMISING FUTURE
19
Training programmes
20
A new Alstom University intranet section
22
Special events
22
Alstom Collaborative Way
23
Evolution of Regional Campuses
23
3
Editorial Over the course of the past twelve months, Alstom University has achieved many of the ambitions that have been set out since its inauguration on 26 February 2007. It has been quite an exciting year with a number of achievements which we would like to share with you through this first Annual Report. The overall direction of Alstom University is assured through strategic initiatives determined by the Alstom Executive Committee and the HR Operational Team (HOP). In addition, we have established a Learning and Networking Council made up of Sector representatives who meet regularly to provide input from the business. We have also set up a Partners Advisory Board, made up of our key training partners, to bring us innovative ideas on learning and development initiatives from outside of Alstom while providing feedback on how we can improve. We welcomed over 3,000 trainees during the first year of activity, covering not only subjects in Leadership and Management, but also functional training. In addition, we launched several recurring events, including “Alstom Connection”, a specific seminar to integrate our newcomers, and “People Quest”, which takes our Group “out there” into the world, to train our people as well as to open the event to university students and teachers. Michael S. Salone Vice President Alstom University
In view of the importance of understanding and applying the Alstom Values – Trust, Team and Action – in our employees’ day-to-day work, we launched the innovative e-Learning programme “Alstom, Our Shared Values”. With the objective of transmitting knowledge to every Alstom employee, four Regional Campuses were inaugurated in Asia (Beijing, China), India (Delhi), Latin America (São Paulo, Brazil) and North America (Windsor, USA). So as you can see, it has been a busy twelve months for the Alstom University team, and there is still much to do! 2008-2009 will witness an even more dramatic increase in our efforts to foster working together. A new way of working will be deployed more fully by means of the Alstom Collaborative Way (ACW). The new Alstom University year will also see the launch of further functional and leadership programmes to prepare employees for the future. Emphasis will be placed on the induction of newcomers to the Group, and we will also be looking at bringing mobile solutions to our employees as an aid to developing and mastering their skills while on the move. Thank you for your continuous input and support this past year, and we look forward to seeing you soon at the Alstom University.
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A successful first year Alstom University was launched on 26 February 2007, with the mission of supporting Alstom’s business goals. By instilling a learning culture and a community approach, Alstom aims to provide employees with the knowledge, skills and tools to ensure both the Company’s and the individual’s success. As well as its comprehensive range of training programmes, Alstom University provides an outstanding opportunity for networking for you and your team.
is in Levallo guration u a in y it nivers Alstom U ary 2007 26 Febru
Alstom University offers training in 3 main categories: • Functional training • Leadership training • Distance learning
Alstom aims to provide employees with the knowledge, skills and tools to ensure both the Company’s and the individual’s success.
5
Alstom University key facts & figures • 3,480 Alstom employees trained in 2007-08 • 225 training sessions
Location of sessions (from April 2007 to March 2008 in %)
11%
4% 3%
8%
74%
■ Europe ■ North America ■ Asia ■ Latin America ■ India
07-08 74% 8% 11% 4% 3%
Participants’ workplace location (from April 2007 to March 2008 in %)
11%
5% 7%
2%
65%
10%
■ Europe ■ North America ■ Asia ■ Latin America ■ India ■ Middle East Africa
07-08 65% 10% 11% 5% 7% 2%
Participants’ Sector (from April 2007 to March 2008 in %) 3.55% 0.49%
12.85%
15.51%
6
67.60%
■ Power Systems ■ Transport ■ Power Service ■ International Network & Group ■ ITC
07-08 67.60% 15.51% 12.85% 3.55% 0.49%
Training for all
Key figures 2007-08 for Functional training: • 61 Functional training sessions • 843 participants across the Group
FUNCTIONAL TRAINING Functional training programmes are designed to address the competency needs of managers and professionals across the Group. They offer a balanced training curriculum in each Function to support individual career development. Because deployment is cross-Sector and international, the training has been key to sharing and developing common policies and best practices. In 2007-08, after the successful launch of the Finance Curriculum, two new sets of Functional trainings were introduced. Sourcing and Human Resources elected to develop their populations through Alstom University, based on specific, identified Know-How. These Functions have either created, or are in the process of determining, an appropriate curriculum to meet their needs. We conducted a total of 61 Functional training sessions, for 843 employees across the Group. • Finance - Target population: All professionals and managers in Finance who have identified a need to develop new Functional Know-How. The provision of cross-Sector programmes maximises mobility, networking and exchange of best practices within Finance, and speeds up the integration of newcomers to the Function. - What did we do? As part of a global initiative aimed at helping the Finance Community reach world-class excellence (“Raising the bar”), the Finance Curriculum enables us to support Alstom’s profitable growth, achieve excellence in project controlling, reduce costs and enhance efficiency. - Key figures: From April 2007, we have organised 49 sessions in 7 countries. We ran an average of 4 sessions a month. • Sourcing - Target population: Sourcing and procurement people involved in contract, commodity, supplier or project management. The main objective of Alstom customised training is to develop 11 Know-Hows identified as core competences worldwide and across the Sectors. - What did we do? 4 cross-Sector programmes have been developed: • Commodity and supplier management • Cost breakdown approach • Leading cost country approach • International logistics
Training by expertise ■ Human Resources ■ Sourcing ■ Sales ■ EHS ■ Finance ■ Project Management ■ Leadership and Management
0
200
400
600
800
1000
Number of participants
7
• Human Resources - Target population: We offered 900 Human Resources managers and professionals the opportunity to develop their specific Functional and Operational Know-How. Cross-Sector programmes were firstly deployed to cover the subjects of Recruitment and People Development. Then, to meet the needs of newcomers to the Alstom HR Function, we launched “HR in Motion”. This course is designed to address the basic knowledge and competences we want to focus on, and give participants the opportunity to network across the Group. - What did we do? In 2007, we conducted 2 cycles of the “HR in Motion” programme. In addition, Resourcing and Career Counselling were provided for approximately 50 Human Resources professionals. INTERNAL TRAINERS Together with the implementation of functional curricula, Alstom University is relying and focusing very strongly on internal trainers. As of today, around 150 internal trainers from 17 different countries have been identified for the Alstom University programmes, covering Leadership & Management, Finance, Human Resources, Project Management, EHS and Sourcing. Alstom University has designed together with the Sector representatives a consistent process to apply to internal trainers, aimed at better identifying, developing, committing and recognising them. As part of this policy, we are also planning to launch the Community of Internal Trainers, that will be piloted by the Finance trainers starting in June 08. To support the development of our internal trainers, we are also offering two main training programmes: Train the Alstom Trainer and Training Design. • Train the Alstom Trainer This course is aimed at Alstom occasional trainers or co-trainers who have been identified for a specific programme. The course enables participants to apply the basic training delivery skills and techniques, as well as use the appropriate behaviours to manage a group of participants. • Training Design The course is aimed at all people involved in training design, either as main designers or contributors to training specifications for external providers: internal trainers, subject matter experts or HR professionals. After this course, participants will be able to apply a structured instructional training design method, advise and challenge all partners or experts on the design of a course, as well as write a call for tender.
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LEADERSHIP AND MANAGEMENT TRAINING Leadership training is designed to develop people’s leadership and management skills, enabling them to perform better in their job and helping them network on a cross-Sector and international basis. The training also covers the Alstom range of Operational and Leadership Know-How. Leadership & Management Course Mapping Individual Leadership
General Management
EXECUTIVES SENIOR MANAGERS (Managers of Organisations)
Breakthrough Programme for Senior Executives Strategic Leadership for Women
Advanced Management Seminar
The Leadership Journey
MIDDLE MANAGERS (Managers of Managers)
MANAGERS (Managers of Individuals)
INDIVIDUAL CONTRIBUTORS (Individuals)
Execution Capability
Managing EHS
Positive Power & Influence
Managing Dispersed Teams Situational Leadership
Train the Alstom Trainer
Essential Facilitation Skills Effective Presentations
Targeted Selection
Performance Management & Talent Development
Change Management
Training Design Finance for non Financial Managers
Developing Intercultural Effectiveness
Project Management Fundamentals e-Six Sigma, the Basics
e-EHS, the Basics
NEWCOMERS
Leadership and Management Tra ining
0
Training Design Effective Presentation s Targeted Selection Managing Dispersed Team s Essential Facilitation Skill s Train the Alstom Train er, the Basics Developing Intercultura l Effectiveness Presentation Advantage Project Management Fundamentals Advanced Management Seminar (INSEAD) Change Manag ement The Leadership Journey Finance for Non-Financ ial Managers Positive Power and Inu ence Performance Managem ent and Talent Develop ment Situational Leadership Applied
20
Participants
40
60
e-Alstom Discovery Tour
e-Values
e-Performance Management
e-Rail Discovery Tour
e-Power Discovery Tour
Each Leadership and Management programme has been mapped against the Leadership and Operational Know-How.
Situational Leadership Applied Programme 0 = not addressed 1 = basic level 2 = intermediate level 3 = advanced level
Winning & Influencing 3 Shaping and Driving Change
Operational Effectiveness 2
Strategic Vision
Ability to Make Decisions / Sense of Urgency 1
80 100 120 140 0 Communicating with Transparency
Risk Management
Teamwork and Accountablity
Motivating & Inspiring
Resilience
Continuously Managing & Developing People
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Advanced Management Seminar (INSEAD) By nomination only, this programme is designed to develop business competencies in general management for senior managers. It is an opportunity to bring along new ideas and projects, share them with the Executive Committee and understand better Alstom’s challenges and strategies in its markets. In 2007-08, 30 senior managers attended the Advanced Management Seminar programme in Singapore and Fontainebleau (France) on INSEAD campuses. The 14th cycle of the Advanced Management Seminar Programme had as its challenge the subject of Organic and Inorganic Growth. Sponsored by StÊphane Le Corre, Vice President, Head of Strategy, each team presented its understanding and proposed potential development for the future of Alstom.
DISTANCE LEARNING LICENSES
58% e-English 14% e-Computer skills 10% e-French 8% English Phone
DISTANCE LEARNING By providing access to as many people as possible worldwide, e-Learning programmes are intended to make learning easy and fun while teaching pedagogical content. e-Learning programmes ranked according to visits
1 - Alstom, Our Shared Values 2 - e-Performance Management 3 - Alstom Discovery Tour 4 - e-Power Discovery 5 - e-Rail Discovery 6 - EHS, The Basics 7 - Six Sigma, The Basics
Call courses
6% e-Spanish 4% e-German
1
10
2
3
4
5
6
7
AU&Me The AU&Me Learning Catalogue was launched in December 2007 and is aimed at linking ALPS with a single training catalogue to establish a direct relation between the employee's Development Plan and Alstom's training processes. AU&Me is a unique online platform for employees, managers and Learning & Development professionals. It aims to: - Give an overview of training availability - Allow employees and managers to have greater control over their development - Optimise training information - Increase accountability of Learning & Development - Develop common training and standardised administration processes
Me Visit the AU& logue Learning Cata on Altaïr
PARTNERS ADVISORY BOARD In September 2007, as a part of the Alstom University governance approach, the first meeting of our key training and consulting partners was held. Participants shared with us innovative ideas on learning and development initiatives from benchmark companies while providing us feedback on how to improve. Partners were also able to develop their own networks and learn about how to better support Alstom in the classroom.
Board members Partners Advisory • Boostzone • Bouygues • BTS • Cegos e Leadership • Centre for Creativ ship Studies • Center for Leader ciates • C.G. Wright & Asso ip Council • Corporate Leadersh of Purchasing • European Institute Management • Finharmony
• Horizons 7 • Insead Institute • IMD (International velopment) De t en for Managem itute for Learning • International Inst • Linkage • Personnalité s International • Personnel Decision t • Right Managemen • Sales Academy s agement Associate • Transnational Man
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Special events ALSTOM CONNECTION The Alstom Connection programme has four main objectives: • Creating and strengthening the connection between newcomers and the Businesses, Sectors, Countries and Functions • Raising awareness of the Alstom Values – Trust, Team and Action • Increasing newcomers’ sense of belonging and loyalty • Understanding Alstom’s business America ection Latin Alstom Conn March 2008
During 2007-08, three Alstom Connection events were organised, with a total of 231 participants. The International Alstom Connection event took place in Paris in July 2007. The other two events were regional (Asia and Latin America), and were held respectively in Beijing in November 2007 and in São Paulo in March 2008. Workplace location of Alstom Connection participants (Number by Region, for 2007-08) 90 80
Alstom Connection is an induction programme for newcomers, with 3 to 12 months in Alstom, nominated by their managers.
70
78 66
60 50
59
40 30 20 10 0 EUROPE
ASIA
LAM*
10
10
8
NAM*
INDIA
MEA*
*NAM: North America, LAM: Latin America, MEA: Middle East Africa
Alstom Connection participants by Sector (in % for 2007-08) ■ Power Systems ■ Transport ■ Power Service ■ International Network ■ Group ■ ITC
17%
12
6% 4% 3%
36% 34%
PEOPLE QUEST The target population of People Quest is 80-90 Alstom employees and 10 University Professors and Students. Participants are selected on the basis of training needs and promotion prospects as highlighted during the last Performance Management cycle. Participants represent Alstom’s regional population proportionally in terms of Sectors, Countries, Businesses, Sites and Functions.
People Quest is a five day cross-Sector event founded on 4 Leadership and Management training courses. During the event, participants learn from senior management and customers and develop their network, while participating in Site visits, team building and special workshop activities. People Quest participants by Sector (in % for 2007-08) ■ Power Systems ■ Transport ■ Power Service ■ International Network & Group ■ ITC
Workplace location of People Quest participants (Number by Region for 2007-08) 90
85
80 70
17%
1% 1%
18%
71
60 50
63%
40 30 20 10
3
0 EUROPE
NORTH AMERICA
INDIA
People Quest has a variety of objectives: • Developing employees’ skills and competencies • Improving cross-Sector and Regional networking • Positioning Alstom as an Employer of Choice • Continuously motivating employees and developing talent • Building and fostering employee loyalty and providing career aspirations • Creating and increasing relationships with key regional universities People Quest No rth America February 2008
Two People Quest events were held in 2007-08, with 159 participants in all. People Quest North Europe, for Transport, took place in Manchester in July. The first cross-Sector event was organised in Washington D.C. in February 2008 (People Quest North America).
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Community Networks Our mission at Alstom University is to provide efficient and reliable collaborative environments to improve individual and business performance. In 2007-08, Community Networks was established as a special area of the Alstom University to address the increasing need to collaborate within the Group. The objectives of Community Networks are to: • Leverage collective efficiency • Provide our employees with collaborative space and access to knowledge, good practices, and expertise • Contribute to the conversion of the Alstom Values – Trust, Team and Action – into day-to-day behaviours • Build stronger personal relationships across the Group • Increase peer collaboration across different Functions and geographic regions
Knowledge Management Engineering Six Sigma Wikichooki
HR in Motion
Internal Trainers
72 Resourcing
Finance Graduate Programme Internal control Alstom University Interns Network ACW People Development
Lady Power on track Best Alstom Young Executives
IPMS Transport ACW Base Camp Connected Workplace
Community Networks: key facts and figures • 5 pilots have been selected • 1 community tool: LINKS • 17 communities are operational • 400 members • 1 community management seminar for community leaders
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A constant dynamic of improvement PERFORMANCE MEASUREMENT Alstom University uses a unique online system to collect feedback from the numerous training sessions run throughout the year. This tool allows the trainers, Programme Managers and Administrators to spend their time analysing the quality of each programme and suggesting improvements rather than manually entering feedback from almost 4,000 participants. Instead of completing a paper-based evaluation at the end of a training course, participants immediately receive an online evaluation form where they can quickly and concisely provide feedback on the session. A reminder is sent to non-respondants a week later, with a second follow-up thereafter. QUALITY RATING Alstom University is committed to maintaining the highest level of quality. As content and business needs constantly change, measurement of quality is essential to ensure that we continue to improve our training programmes and help meet the needs of both the business and our workforce.
Overall quality of Alstom University Programmes In 2007-08, the average quality ratings on a scale from 0 to 4 for all programmes managed and offered by the Alstom University were as follows: 4
3.2 3
2
2.5
3.2
3.4
3.3
3.3
3.3
3.2 3.1
3.3
3.2
3.1
3.3
3.2
3.1
2.4
1
0 Results for 2007-08 ■ PREPARATION WITH THE MANAGER: 2.5 ■ COURSE CONTENT: 3.2 ■ INSTRUCTOR 1: 3.4 ■ INSTRUCTOR 2: 3.3
Objectives set for 2007-08 ■ ORGANISATION: 3.2 ■ RECOMMENDATION: 3.3 ■ OVERALL SATISFACTION: 3.2 ■ TOTAL AVERAGE: 3.1
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Worldwide talent, worldwide training
REGIONAL CAMPUSES INAUGURATED IN A YEAR To be inaugurated: Europe Campus October 2008
PARTICIPANTS BY WORKPLACE LOCATION
65% in Europe 11% in Asia 10% in North America 7% in India 5% in Latin America 2% in Middle East Africa
3,480
TRAINEES FROM ALL SECTORS WORLDWIDE
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"The Alstom University Latin America campus has finally come as a tool to trigger regional synergies and boost local strategies. In this sense, the LAM Campus brings training to our people, especially to small countries in the region which had little access to training and opportunities to share experiences with emerging countries. Networking is easy when you can speak the same language." Thibault Desteract, Area Senior Vice President Americas, Spain & Portugal
Together and closer with Regional Campuses Alstom University is striving more and more to bring training to our people and be closer to their needs. To do this, we took as one of our biggest challenges this past year, the objective to establish Regional Campuses in some of our key business locations. This now means that everyone will benefit from the same quality of learning across the Group by: • Training employees to have the right skills and abilities • Offering Alstom University courses to a larger number of employees • Addressing better the language and cultural needs of a Region • Negotiating even better training and logistic contracts • Expanding networking within the Region
Latin America Regional campus The Latin America campus was inaugurated on 11 September 2007, in São Paulo. LATIN AMERICA SPECIAL EVENTS Alstom Connection Latin America This second regional edition of the Alstom Connection took place in São Paulo in March 2008. It welcomed 60 participants coming from countries in Latin America. ALSTOM UNIVERSITY TRAINING PROGRAMMES DELIVERED 2 sessions of 2 Leadership and Management programmes 7 sessions of 7 Functional training programmes
Asia Regional campus n Latin America inauguratio 7 200 ber 11 Septem
The Asia campus was inaugurated on 24 September 2007, in Beijing. ASIA SPECIAL EVENTS Alstom Connection Asia The first Alstom Connection delivered by a regional campus took place in Beijing in November 2007 with 66 participants from Asian countries. Global and regional senior managers made presentations and led Q&A sessions, helping participants to learn more about Alstom's business. ALSTOM UNIVERSITY TRAINING PROGRAMMES DELIVERED 9 sessions of 5 Leadership and Management programmes 11 sessions of 7 Functional training programmes
ration Asia inaugu 2007 r be m 24 Septe
"Alstom University is playing an important role in making a major contribution to the growing Asia Pacific region, and more specifically China. In addition to the provision of knowledge, skills and tools needed to become a successful manager and future leader, it also provides networking opportunities for new and existing colleagues in different countries to share their experiences, and to understand and work more closely with each other." Claude Burckbuchler, President, Alstom China
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India Regional campus Keeping in mind the scope of opportunity the sub-continent is bringing to the business, the India campus was launched to create a link between our people and challenges ahead. Inaugurated on 18 December 2007 in New Delhi, the India campus hosted a People Quest event in April 2008. An International Alstom Connection event will take place later this year. ALSTOM UNIVERSITY TRAINING PROGRAMMES DELIVERED 4 sessions of 3 Leadership and Management programmes ration India inaugu r 2007 be 18 Decem
"To achieve the multiple goals of creating 'One Alstom', improving margins and meeting the highest quality standards across the company, Alstom University has a major role to play. With the launch of various campuses outside Europe, this process will be accelerated. I wish Alstom University great success as it continues its work in the future. I stand shoulder to shoulder with Alstom University in this effort." Sunand Sharma, Country President, India
“Human resources are our most valuable asset. Through Alstom University, we ensure ongoing investment in our future and our next generation of employees.� Pierre Gauthier, President, Alstom US & Canada
North America Regional campus The North America campus was inaugurated on 04 March 2008, in Windsor, Connecticut. NORTH AMERICA SPECIAL EVENTS People Quest North America The People Quest North America organised in Washington D.C. on February 2008 was the first cross-Sector People Quest event, gathering 87 Alstom employees from USA, Canada and Mexico. ALSTOM UNIVERSITY TRAINING PROGRAMMES DELIVERED 5 sessions of 5 Leadership and Management programmes 1 session of 1 Functional training programmes
North America inaugu ration 04 March 2008
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A promising future As the facts and figures demonstrate, backed up by the testimonials of participants, Alstom University got off to a good start. But our commitment to constant improvement and renewal leaves no room for complacency. Accordingly, drawing in part on the feedback we’ve received, we are looking and planning ahead in order to build on our existing strengths and remedy any perceived shortcomings.
We very much hope that participants in our programmes to date will want to return for more, both in their own individual interest and that of the Group, and that those who have not yet signed up for courses will be inclined to do so. For our part, we are striving to ensure that Alstom University is even more in tune with people’s needs. We look forward to welcoming both new and past participants in 2008-09.
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Training programmes INNOVATION TRAINING Target population: Top 1,000 managers. Offered at the Group level and designed to foster the development of a common culture of innovation, this programme demonstrates how innovation can be a key lever for brand differentiation and employee motivation, encouraging the emergence and development of new ideas. This in turn favours innovative management practices including both creativity and collaboration. A pilot session was held in March 2008, to be followed by a second pilot session in June 2008, with 10 sessions planned in 2008-09. CHINA DISCOVERY JOURNEY Target population: Managers involved in Chinese partnerships. With China’s plan to increase the number of new power plants by 40% and new trains by 15% in the coming decade, understanding China and how business is conducted are two elements essential for Alstom managers. The primary objective of the programme is to prepare selected managers for business in China, from developing market awareness and creating networks to obtaining benchmarks. The manager is asked to consider how others do business, but also to learn how Alstom conducts business in China. The first programme is scheduled for 10-18 October 2008. EUROPE DISCOVERY JOURNEY Target population: Managers in Asia involved in European partnerships. Much like the Chinese Discovery Journey, the Europe Discovery Journey is designed as a cultural and business awareness programme that helps to prepare selected Alstom managers to do business in Europe. The first programme is scheduled for 19-27 September 2008. TRAIN THE ALSTOM TRAINER, ADVANCED LEVEL Target population: Experienced internal trainers. After launching a “Train the Alstom trainer” course based on the fundamentals, the advanced level of this course goes one step further in the development of internal trainers at Alstom. This programme is a component of a more global process for internal trainers, beginning with their identification and going through to their recognition and Alstom University certification. The process also includes the Community of Internal Trainers, launched through a pilot group in June 08. SALES AND PROJECT MANAGEMENT TRAINING Target population: Sales and Project Management communities, respectively. To date, the Sales and Project Management training programmes have been designed for the Power Systems Sector. We are currently working together with all three Sectors to adapt these programmes more globally.
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BREAKTHROUGH PROGRAMME FOR SENIOR EXECUTIVES (INTER-COMPANY PROGRAMME) Target population: International Managers at management committee, Group or Sector level, who have major responsibilities at, or near, the top of their organisations. STRATEGIC LEADERSHIP FOR WOMEN (INTER-COMPANY PROGRAMME) Target population: Senior level, women managers. To recognise and encourage diversity within our organisation, this programme provides the tools to ensure greater success in their current assignments and prepare them to take on even more senior roles with confidence. MANAGING DISPERSED TEAMS Target population: Managers with geographically dispersed teams. This programme will provide learning about managing remote, virtual or dispersed teams of direct reports. Composed of a 3-day classroom course, conference calls and some individual coaching, participants will also take part in a 360° feedback questionnaire. PRESENTATION ADVANTAGE Target population: All Alstom employees. Designed for those who need to become more efficient and confident in giving presentations, this new programme complements the existing programme “Effective Presentations” and will help us develop presentation skills throughout the Group. TEAM MANAGEMENT FUNDAMENTALS Target population: Newly-appointed managers of people. The programme will be designed for newly appointed managers to provide awareness and skills on how to manage individuals, facilitate a team, assume leadership roles and translate strategy into action. DEVELOPMENT CENTRE (ASSESSMENT PROGRAMME)
Technological Access Solutions Flexibility New Mobile Solutions Distance Learning
Target population: Managers and leaders. This 2-level assessment programme supports professional orientation by providing participants with input for career orientation. Development Centre 1 is aimed at new managers, whereas Development Centre 2 is designed for experienced managers. AU MOBILE SOLUTIONS The coming year will see the launch of AU Mobile Solutions. By taking advantage of the wide range of technological solutions available, we will be working to provide more flexibility in training delivery methods. By doing so, our employees will be able to develop and master their skills while on the move. Mobile Solutions will not only enhance learning through convenience, but will also provide a wide range of choices, save time and increase employee access.
Alstom University 72
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A new Alstom University intranet section A new Alstom University intranet section will be launched in 2008. Featuring a new design, it will bring new, enriched content with a modern look and feel. Along with News and Community links, the new intranet section will also contain interactive tools, podcasts, videos and download options which will help our employees to find the learning options they need.
Special events People Quest and Alstom Connection share two challenges for the future: • develop the autonomy of the Alstom University Regional Campuses so they can organise the event locally, • design a more systematic process for simplifying the organisation of events so that more events can be made available every year. People Quest events are scheduled for: • 1-4 April 2008: People Quest India • Early 2009: People Quest Europe • Mid 2009: People Quest Latin America Alstom Connection events are scheduled for: • October 2008: Alstom Connection International Switzerland • 2008: Alstom Connection India In addition, Alstom Connection aims to design a simpler, lighter event to increase the number of participants attending this type of induction programme.
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Communities With increasing requests to build communities, the objectives are to improve collaboration in Alstom and to nurture and mobilise the collective intelligence of our existing and future Communities and Networks.
Alstom Collaborative Way
Promote and support collaboration in Alstom
To successfully implement its growth strategy and execute complex operations in the best possible conditions, it is vital for Alstom to capitalise on the expertise of every Sector and Business. Indeed, the success of a high-tech company such as ours relies largely on knowhow, diversity, creativity and the performance of its employees. Three years from now, two-thirds of our colleagues will have joined the Group since the beginning of 2006. Collective and individual effectiveness is therefore strongly linked to state-of-the-art collaboration inside and outside Alstom. To encourage this, Alstom has embarked on a farreaching project entitled “Alstom Collaborative Way�. The project is overseen by a governance committee comprising members representing the Executive Committee, different Functions and Sectors. They will set out key policies and directives to promote collaboration within the Group. The Alstom Collaborative Way will progressively be implemented starting from mid 2008.
Evolution of Regional Campuses The Europe campus will be launched in October 2008 in Baden (Switzerland), and will provide the overall Alstom University offering for Europe, Africa and the Middle East. As well as being responsible for all Leadership and Management training in the region, it will establish close links with local Sector training representatives and will develop training courses adapted to local requirements.
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CORPO/BGENE/AU-0708/eng/HR/07.08/FR/6595 © - Alstom 2008. ALSTOM, the ALSTOM logo and any alternative version thereof are trademarks and service marks of ALSTOM. The other names mentioned, registered or not, are the property of their respective companies. The technical and other data contained in this document is provided for information only. ALSTOM reserves the right to revise or change this data at any time without further notice. BVC/CDC/1778657 - Alstom contributes to the protection of the environment. This document is printed on paper sourced from sustainable forests. Photo Credits: Alstom - Conception – Design: TMPNEO -
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