Corporate Responsibility
EMPLOYEES

Training and development: Performance and goals

In 2008, we invested $53 million globally in training and development, compared with $63 million in 2007. Approximately 26 percent of this was spent on education assistance, 8 percent on executive education and 66 percent on classroom training and e-learning.

The average training hours per employee was 15 hours, down from 33 in 2007, reflecting a significant decrease in classroom hours and a shift to shorter online and on-demand training. Employees spent more than 4,000 classroom days in leadership development in 2008.

The amount we spent on education and training decreased in 2008 due to a challenging business environment. We focused on encouraging experiential learning, such as rotational programs and mentoring, which is an effective way to develop employees at lower cost. Participants in our formal job rotation programs spend between six months and two years in another region, businesses or function to gain new experiences. Ninety-five employees currently take part in these programs. We track the performance levels of these individuals after they have completed the program to identify how they have benefited.

Bringing training to life
We are exploring how technology can be used to energize training programs. In 2008, we distributed sound and video kits containing microphones and recording equipment that employees could use to create their own training podcasts. These are uploaded to our intranet where they can be watched or downloaded onto mobile handsets. Employees uploaded podcasts on subjects ranging from simple explanation about projects to detailed software training. The content is controlled by subject experts.

We also implemented software that employees can use to transform slide shows into a more engaging format. It lets the user convert a presentation into an e-learning course complete with animation, navigation and a place to embed audio, video and other media.