Our Success
Case Study: Jo Malone of Deloitte talks about the benefits of
their nationwide work with Newham, CIPs and Train to Gain.
We’re working hard to make Deloitte the firm for career and
personal development – a place where talented people can do their
best work, progress quickly, fulfil their potential and develop
faster than they ever thought possible – irrespective of their
background.
Deloitte turns this aspiration into a reality
by, first and foremost, making it clear to our people that they
themselves are responsible for driving their development. In
return, we encourage and enable them to manage their development by
placing at their fingertips a vast number and wide range of
development opportunities – backed by an annual learning
budget.
For example:
•
Our online Deloitte Learning Management System helps our people
select and arrange a variety of training, from e- learning to
classroom-based tuition
•
Our Books 24 self-learning portal places 1,000s of books at our
peoples’ disposal
•
Our Knowledge Centres organise a wide variety of practical and
relevant learning resources into one place
•
Our Language Labs help our linguists develop language-based
networks and spread their knowledge
•
Among many other benefits, our brand new e-enabled Performance
Management system provides accurate information about our peoples’
developmental needs – at the touch of a button
All of this is coordinated and delivered by a
70-strong team of learning specialists – all of whom are either
embedded within different parts of our firm (for example, our Audit
& ERS Learning team) or work within specialist firm-wide
learning teams (for example, our Professional Education
team).
We looked particularly at the Train to Gain
Level 2 NVQ's and found Business Admin, IT and Customer Services
NVQ's were particularly relevant to the work that people in our
Property & Corporate Services Department did at Deloittes,
supporting the development of skills for staff that directly
related to their jobs. The content was broad enough for us to fit
the NVQs around many roles, including Switchboard, Postroom, Help
Desk, Secretaries, and Floor Managers. We have so far had 9
learners on IT, 14 for Business Admin and 7 doing Customer
Services, we are just about to add a fourth in Team Leading for
supervisors and will put 8 staff through this. It was
important to us that we could offer this training to all our
Property and Corporate staff and develop the Train to Gain
programme within the organisation if it was successful. We
have struggled to find new ways to offer training and inspire
skills development in the past, particularly for staff who may have
been doing task orientated roles for 10 years or more, the NVQ's
offered us something that wasn't threatening and was easy to
deliver in the workplace. Our initial programme has been a highly
successful trial to measure the impact of Train to Gain, and has
been significant for us. The programme has been offered to staff
across London and dealing with one college for this, as opposed to
several has made it far easier for us to access and engage with the
Train to Gain intiative.
The main benefit has been the safeguarding of
our workforce in several ways. We will be keeping the Train
to Gain programme going despite the economic climate because one of
the biggest benefits we have seen is that it makes staff feel more
secure in their roles and valued for what are sometimes seen as
repetitive jobs. We are basically reinventing the workforce, as
staff develop we can see their competancies more clearly and can
identify potential promotions. Employees are becoming much more
motivated, some had forgotten how to learn, or had never gained any
qualifications. Seeing the way that the training is delivered
(in the workplace, without interfering with their day to day work)
they are realising the value of the skills they already have and
this is inspiring them to learn more, which in turn is helping us
upskill the workforce and increase their job satisfaction.
Now they understand how much they do, preparing their portfolios
has given them a measure of the high quality of their work from an
external source, important in roles where they don't get customer
contact or feedback.
This is definitely the best thing we have ever
done, with regards to training, before we would run a day course
and once completed the file would go on the shelf and that would be
it. Now staff are being assessed on the job, they are
motivated to do more and this has been one of the most significant
benefit for us.
The main impact and benefit for the learners
who have undertaken the NVQs so far is that the Property and
Corporate teams have previously presented the greatest challenge to
HR with regard to motivation. Staff have generally been in
their jobs a long time and have had no opportunity to gain these
(and sometimes any) qualifications in the past. Employees
have surprised themselves more than anyone else and that has
inspired an increased confidence and growing sense of positivity
across the board, crucial in the current economic climate.
The main benefit to our employees has been
that before the training they didn't realise what they were capable
of, now they can see for themselves the reality of the skills they
bring to their jobs, and the importance of that for the
company. They really have enjoyed the focus on them as
individuals, through their one to one interaction with the
assessors and being able to see how they can provide a better
service and improve what they do has also helped them to grow in
confidence.
The programme has been offered to staff across
London and dealing with one college for this, as opposed to several
has made it far easier for us to access and engage with the Train
to Gain intiative.
Managers have seen a significant change in
staff, they are more interested in their jobs, more confident and
are sharing ideas to try and improve the function of their teams or
specific roles.