Learning

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Learning Development at CERN

• Pascale GoyHR-LD

Induction Programme
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• CERNs LEARNING POLICY
• Sponsored at the highest level of CERN,
• learning is positioned as a strategic activity
  for achieving the mission of the Organisation
• Main aims
• Develop a highly qualified and motivated
  workforce able to meet the evolving needs of CERN
  in periods of rapid change
• Strengthen CERN values and develop core
  managerial competencies
• Adopt a common approach and give equitable access
  to learning

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SCOPE
DEVELOPMENT Systematic enhancement of
competencies leading to personal /professional
growth
LEARNING Variety of formal informal actions
aimed at MPE development
Membership
Conferences
Knowledge sharing
Assignments
Distance learning
On-the-job
Academic Seminars
Self-learning
Job shadowing
Job rotation
Individual coaching
TRAINING Formal programmes delivered internally
and externally with specific outcome
Projects
Team actions
CERN training catalogue
External training
Under Dept responsibility
Under LD responsibility
Under Dept responsibility with LD guidance
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• AREAS OF LEARNING WITH CORPORATE PRIORITY
• Mandatory to perform a function or a role in the
  Organization
• safety-training and awareness
• technical training improvement programmes
  (including language training)
• leadership and supervisory skills improvement
  programmes to acquire the required managerial
  competencies
• Necessary to ensure a successful integration in
  the Organization and/or the local area
• induction to CERN to ensure that all MPE have a
  common understanding of the Organizations
  mission
• office software to ensure that personnel at all
  levels may take advantage of the full capacity of
  the CERN systems (EDH, HRT, etc)
• basic language and safety training (if not
  already covered under paragraph 1)
• Aimed at fostering mutual understanding in the
  Organization
• core communication programmes
• sensitization to diversity issues in the workplace

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• IDENTIFICATION OF LEARNING NEEDS
• Performance management process (induction
  annual interview)
• Ad-hoc requests throughout the year, when need
  arises
• MONITORING EVALUATION
• For training organised by HR-LD evaluation
  questionnaires
• Performance management process (end/mid probation
  period, annual interview)
• TIME FOR LEARNING
• Average of 5-10 days of learning per year

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HOW TO REGISTER FOR A COURSE
Internal course ? EDH www.edh.cern.ch ? CTA
Training Catalogue www.cta.cern.ch ? HR
website www.cern.ch/training

• External course
• ? EDH
• www.edh.cern.ch

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CONTACTS FOR INTERNAL TRAINING
Language Kerstin Fuhrmeister PAROLES Martine
Zuffi-Montagne (F) Tessa Osborne (E)
Management Communication Pascale Goy Erwin
Mosselmans Nathalie Dumeaux Kerstin Fuhrmeister
Technical Valeria Perez Reale Elise Romero Eva
Stern
HR-LD
Safety Training DGS-SEE-SE (insert
photo) Isabelle Cusato Vanessa Bandier
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CONTACT IN YOUR DEPARTMENT DTO Departmental
Training Officer
BE Eric MONTESINOS DG Florence RABIER DGS
Jonathan GULLEY EN Ofelia
CAPATINA FP Sabine ROULET GS
Doreen KLEM HR Florence
LICCI-OUNNOUGH IT Maria DIMOU PF
Claude LAMBOLEY PH
Nathalie KNOORS TE Dorothée DURET
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MORE INFO ON INTRANET
General cern.ch/hr-training Procedures
Admin e-guide
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Thanks for your attention. Any questions ?