The G rating is goal based. They are later developed as Subject Matter Experts. Besides the segmented approach to development, they also have a tiered approach towards providing targeted and sequenced learning based on the career stage of the individual, which includes aspects from Aspiring Leaders, First Level Leaders and Leaders of Leaders.
The Structured Talent Enhancement Program STEP aims at enhancing the leadership capability of high potential middle level managers by providing them exposure to complex assignments, learning and development interventions, senior leaders as mentors, experiential learning and senior leadership visibility.
Another in-house leadership development program that American Express offers is the Leadership Academy. It is a six-month long training intervention to groom high potential talent, who undergo a rigorous selection process.
Apart from this, American Express also has a Global Rotation Program that provides on-the-job experience for Bands 35 and 40 high potential employees to develop their global mindset in a new line of business or location. Fox also suggests seeing if the consultant has any preparation he or she can provide for employees. If you did a lot of testing and analysis before the training, you should also be able to quickly measure employees' performance with how they were faring earlier.
Some metrics you should be looking at, Armour says, include "margin improvement targets, productivity improvements objectives, reductions and lost time, speed of hiring and reductions in turnover. Assuming the training went well and you're seeing results, Fox points out that it's important to continue what you've started. While there may be scenarios where training is once-and-you're-done, Kruse backs up Fox's assertion. His experience with employee training has gone so well that he put his strategic growth consultant on a monthly retainer and gives him bonuses based on the company's performance.
Read more articles on employee training. Skip to content. Business Cards. Payment Solutions. International Payments. Business Class. Geoff Williams Journalist, freelance writer.
Summary How do you know if and when your employees need training, and whether you'll get a good return on your investment? Besides trusting your gut, there are at least three signals to look for, according to Tom Armour , a consultant based in Ontario: When the law changes and a new regulation requires your business to become compliant in a certain field. When customers require your business to have specific skills and certifications. When your business is floundering and it becomes clear your employees need help.
Where to Look Ellen Jovin, co-owner of communication skills training firm Syntaxis , in New York City, suggests you use specific terms in Google searches for an employer trainer, such as including the region of the country.
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