What makes HPs training strategy different from other corporate universities?
Approximately two years ago, we changed our training strategy from being driven by individual managers’ requests to a program driven by the overall business strategy. Now, the business plan and performance requirements drive what we do. That may seem simple, but it’s a huge shift. I’m only offering the training and development that’s critical to our business strategy. We’re not about being a full service university. We’re about enabling the business strategies to the business performance. I think we were meeting management needs based on, say, five managers vs. looking at an (overall) strategy of the PC business. We don’t do basic skills. If you don’t come with basic skills, you’ve got a problem. We do offer programs that help people be more effective. They’re very tied to what those people have to do and the competencies required for that business. (We’re) really looking to enable a department strategy not a business strategy. What were the major changes? We went from about 70 fragmen
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