Learning & Development Policy

Our Learning & Development policy takes into consideration both the market needs and the employees professional objectives. The Learning & Development process includes few stages:  

1. Identifying and analyzing the needs
2. Creating a learning plan
3. Putting into practice the plan
4. Evaluation of the learning plan  

1. Identifying and analyzing the needs  

This stage has in the foreground DC, DT and the managers of the support functions. They will identify and analyze the training needs throughout the year, during the annual evaluation interview, in the one-to-one and coaching or mentoring sessions. The L&D Specialist is responsible for collecting these needs from DC, DT and the managers of the support functions. This is a continuous process, and the identification of training needs will correlate both with the employee's professional development plan and his/her increase in skills, as well as with the specific business requirements.

2. Creating a learning plan  

This stage consists of the development of an annual training plan by the L&D Specialist that will respond to the identified needs.  The plan is a roadmap that aligns initiatives with ADCEE's strategic goals, emphasizing the importance of skills development in achieving broader organizational objectives.  The annual training plan includes defining learning objectives, identifying teaching methods, establishing the beneficiaries of the training, selecting trainers and creating training materials.  

3. Putting into practice the plan

This stage consists of implementing the training program. It includes planning training sessions, managing registrations and ensuring quality.

4. Evaluation of the learning plan

This stage consists of evaluating the effectiveness and efficiency of the training. It involves measuring training results, collecting Quality feedback from participants and Effectiveness feedback from Managers. These types of evaluation measure the impact of the training on employees' skills and on the organization's performance.  

UDEMY

Part of the annual training plan will be delivered through the e-learning platform - Udemy. The e-learning trainings will have the same main purpose: the professional development of the employee and their skills and will be correlated with the specific business requirements.  

The Manager is responsible for assigning the employee a Learning Path on the soft skills and/or technical area. Each LPs assigned by the Manager will also appear in the Annual Training Plan dedicated to each colleague.  

In addition to the LPs created, the employee can access other training of interest. Each employee is required to complete the Learning Paths courses within 12 months.