Training Industry Quarterly - Winter 2009 - (Page 36)

[CASEBOOK] ADP: Supporting Succession Planning Through Training BY TIM SOSBE University, part of the company’s global learning and performance organization, led by Karen Kichline-Ruef, vice president for learning and talent management. “It really does start at the beginning, so we decided to take the initiative to look at first-line managers and begin preparing them for the foundational skills that ADP believes are important to the development of our managers.” The move to proactively support the frontline managers actually started with an inventory of current management programs across the organization. Even with the corporate university in place, much learning was taking place in individual business units, and ADP University decided to merge the best practices into a consistent, enterprise-wide approach. At a December 2007 in-person meeting in the company’s headquarters in Roseland, N.J., representatives from each business met with the learning leaders from ADP University, and together came up with a list of business drivers and high-level performance objectives, with a goal of making the learning as close as possible to the real-life scenarios ADP managers face. S uccession planning is a business priority at the best of times, but with 2009 beginning with dual tornados – a compromised economy continues as the largest wave of workforce retirements ever begins to peak over the horizon – the need to have a fully prepared pipeline throughout the business becomes even more critical. By its very nature, ADP is accomplished at helping meet the needs of business. As one of the world’s largest providers of business outsourcing solutions, ADP administers a range of payroll, tax, benefits and HR services for more than 560,000 clients worldwide. In the wake of – and in the face of – these looming business issues, ADP implements internally the same careful planning it brings to its clients. One new program – launched in July 2008 – is designed to strengthen the succession planning pipeline in the organization and to provide a steady string of well-trained leaders throughout the organization. “I think most companies are trying to prepare their executive-level pipelines,” said Karen Petersack, senior director of ADP 36 Training Industry Quarterly, Winter 2009 / A Training Industry, Inc. ezine / www.trainingindustry.com/TIQ http://www.trainingindustry.com/TIQ

Table of Contents for the Digital Edition of Training Industry Quarterly - Winter 2009

Training Industry Quarterly - Winter 2009
At the Editor’s Desk
Contents
Winning Organizations Through People
Before You Buy…
Learning Technologies
Coaching & Mentoring Your L&D Legacy
Training’s Performance Support Imperative
Beyond Learning Objectives
Targeting Training With Limited Budgets
Meet Deborah Masten
Meet Terri Dorsey
ADP: Supporting Succession Planning Through Training
Closing Arguments

Training Industry Quarterly - Winter 2009