Graduate Development Awards Innovation in Business-Led Development


Winner: Simmons & Simmons • Really clear, business led vision of how to develop graduates to meet an emerging client need and thereby set themselves ahead of the competition.


• Two year relationship building with partner prior to launch • First and only legal MBA at the time of launch. Partners from the firm regularly attend the MBA school to deliver a talk and answer questions on the module.


• Trainees complete a client project in which they work on a real client issue with one of our large clients, giving trainees first- hand experience of building and maintaining client relationships.


• Very challenging design, influenced by other sectors, but unique to legal.


• Anticipated and met undergraduate concerns and sold it successfully, focusing grads on their long term careers.


• Impressive initiative to deliver given the likely resistance challenges within the business based on time and fees involved.


• Impact reported really clearly against objectives. • Measures of success clear − senior anecdotal, graduate self- rating, client reaction, graduate response.


Strategic Alignment (Under 50 Graduates)


Winner: National Grid • Programme is accredited by a number of external engineering organisations.


• Judges were impressed by statistics on retention and progression to senior positions as well as clear link to company vision.


• Really thorough and comprehensive stakeholder governance system in place to ensure consistency and organisation alignment.


• Clear, well written entry, didn’t have to hunt for key statistics to show measurable impact.


Strategic Alignment (Over 50 Graduates)


Winner: Accenture • Fantastic description of how stakeholders needs were addressed specifically to ensure messages communicated in a way that suited every individual – not just identification alone.


• Strong vision of the graduate ACG as core to the business. • Liked the re-engaging of those who just fell short of end-of-year promotion.


• ACG Lead is on the Board, Sharing best practice/networks, Constant communication. Exemplary practice with a very big set of stakeholders.


• Judges appreciated that the industry lends itself to providing hard data – it’s easier than for some, however the results are impressive and across many different aspects of performance.


Post Programme Development


Winner: EDF Energy • Very clear objectives including getting technical people to want to take leadership roles & addressing skills gap with expanding business.


• Strategy involves “Emerging talent programme” offered to all entry level talent.


• Invitations sent to all non-managers – an innovative approach encouraging a self-nomination, online assessment.


• Good use of development centre helping to match people who have the drive/performance with time/money spent developing them.


• Self-driven learning meant graduates had to qualify to progress to the next step as well as thought given to maintaining motivation for those not taking part.


• Design appreciated different learning styles i.e. reflection & extroverts


• Very thorough stakeholder identification and engagement. • Good use of regional talent boards to track progress. • Great results – 30% of programme participants targeted for promotion to leadership in next 12mths and further 35% other lateral development move.


• Good use of attitude changing questionnaire to measure success including: shift in confidence, appetite for leadership and self-awareness measurements.


• Achieved a culture shift to self-directed learning, individuals now see more opportunities in working life to develop (not just training courses).


• More female leaders achieved. Supplier Contribution to the Business


Winner: Talent and Potential Talent and Potential were nominated for this award by EDF Energy, who wrote: “T&P provided true thought leadership that massively shaped the way EDF Energy now manages its emerging talent. What was outstanding about T&P as a supplier was the way in which they turned real thought leadership into pragmatic tools and approaches which gained immediate buy-in from both senior managers and non-manager participants.”


This year’s judging panel included: Claire Adams (AGR), Laura Yeates (Clifford Chance), Simon Reichwald (Bright Futures), Philip Wilson (Civil Service), Gary Argent (City University), Paul Dilley (Lloyds Register), Anne Hamill* (Talent & Potential), Steve Gaskin (Exeter University), Leigh Lafever-Ayer (Enterprise Rent-A-Car), Jane Farley (Dyson), Rowena James (Sky), Mhairi Buckley (Kingfisher Group), and Jill Pennington (Interaction Learning & Development).


Thanks once again to all judges for volunteering their time. * Please note that where conflicts of interest occurred, judges in question were asked to vacate the assessment room whilst judging took place.


GRADUATE RECRUITER 23


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