Best Practices - Characteristic 3
Article Index
- Best Practices
- Characteristic 2
- Characteristic 3 (current position)
- Characteristic 4
- Characteristic 5
- Characteristic 6
- Characteristic 7
- Characteristic 8
- Characteristic 9
- Characteristic 10
Characteristic 3: Cultivate the full potential of all employees.
Bright Horizons
The Growth and Learning Process (GLP) at Bright Horizons is a roadmap to support growth and learning for an employee’s current job and to prepare him/her for potential future roles. This comprehensive growth and learning process assesses employee performance against goals and supports employees in developing skills and behaviors that they need to make their unique contribution to the overall success of the organization. The GLP is individualized to help each employee embrace appropriate learning objectives and link individual efforts to company goals in each of the 4P areas – People, Partnerships, Performance, and Programs.
Employees have several readily available resources to help them develop. Here are three examples:
- Bright Ideas is a searchable database of best practices submitted by teachers; it identifies the staff and the center with contact information for collegial communication around the world.
- Bright Horizons University (BHU) offers employees enrollment in a wide selection of management development and job-specific coursework developed in-house by internal experts. Over 1,000 employees take advantage of BHU each week.
- The company’s Electronic Child Development Associate Program (eCDA) meets all national criteria for early childhood licensing.
Alliant Credit Union
Alliant Credit Union’s Employee Value Proposition is built and sustained on the philosophy of providing employees with the opportunity to know what is expected of them so they can experience an environment that provides opportunities to do what they do best. Its Performance Management System creates alignment between Alliant’s overall business objectives and its documented Key Success Factors. Additionally, employees can always see how their individual goals link to overall ones as well as how their individual actions contribute to the achievement of a specific Key Success Factor.
For Alliant’s Annual Talent Reviews, three areas are the focus for discussion:
- What employees WANT TO DO;
- What employees CAN DO;
- What employees HAVE DONE.
Outcomes from the discussions about leaders of others and key individual contributors are in-depth, customized development plans geared toward maximizing each employee’s full potential.
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