Use On-the-Job TrainingBy Dennis McCafferty | Posted 05-25-2012
Dedicate Specific Roles for Talent Oversight
Lockheed Martin SSC brings managers from multiple departments to define and help manage tech skill sets.
Link Tech Talent Strategy with Business Strategy
General Mills uses R&D forecasting to anticipate talent needs for the upcoming year, as well as the likely five-year trajectory of each employee.
Cultivate a Culture that Appeals to Tech Workers
IBM engages employees with programs that seek tech solutions to global social and environmental problems.
Offer Flexible Career Paths with Dual-Career Ladders
General Mills workers can opt to pursue both tech and business paths.
Use On-the-Job Training
Lockheed Martin SSC encourages this by documenting employee experience attainment in a database, which links to defined skill sets for each line of business.
Maximize Campus Recruiting & Internships
Caterpillar allows students to work at the company part-time during school and full-time when school is out.
Offer Multiple Ways to Share Expertise
IBM's "BluePages" is a directory for employees to connect, and workers educate each other via blogs, wikis and forums.
Use Competency Models to Guide & Assess Tech Worker Performance
Schlumberger has come up with a highly detailed competency model that's updated annually or bi-annually.
Leverage Succession Planning to Develop, Promote Promising Tech Talent
At General Mills, talent assessments measure a "nine-block" system of performance and potential to help determine an employee's readiness to advance.
Recognize High Performers in Public
Caterpillar holds an annual event to acknowledge workers who receive patents or external technical awards.