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Cisco - career development
1. CAREER DEVELOPMENT IN CISCO PRESENTED BY ABI ABRAHAM & JOEL M PAIS MBA - 2011 Aloysius Institute of Management and Information Technology (AIMIT)
2. Systems Integration Specialists Company, Inc. (SISCO) Is a privately held company founded in 1983 that is dedicated to applying standards to address real-world problems in the electric utility, manufacturing, and automation industries. SISCO offers real-time communications and application integration products and services that are used world-wide in many industries by leading OEMs, system integrators, and end users.
3. My Learning Network Sysco`s My Learning Network offers online education for all employees that is mapped to professional skills and job roles. Classes and information target new managers, manager development, people development, business essentials, and compliance issues (such as equal opportunity employment). The training activities have broad applicability across all business functions. As a result, Cisco employees receive a consistent training experience and can take full advantage of info tech’s investment in learning regardless of their job or location.
4. My Learning Network My Learning Network provides a guide called 3 Steps to Career Development that offers a set of tools to help employees define their career goals and align them with Cisco’s future business needs. The three steps are: Assess: Understand how personal goals align with business needs. Discuss: Validate goals using multiple perspectives. Take action: Create a strategy for continuous learning.
5. Mentoring Programs Sysco supports a strong mentoring culture and has several formal and informal mentor programs in place across the company. As part of the yearly review process, employees are encouraged to identify a mentor within the company to help broaden their perspectives and increase business knowledge. A comprehensive mentoring website is available to all employees, providing information, guidance, and tools that support a range of mentoring approaches: One-to-one mentoring: Formally and informally matched pairs with a focus on development guidance, perspective, and support
6. Mentoring Programs Mentoring circles: Network-based mentoring that brings people with common goals together to share business and leadership skills for mutual learning and growth Peer mentoring: Experience and information sharing between persons of disparate skill sets to help grow professional networks Reverse mentoring: Formal or informal relationships in which a junior-level employee mentors a senior-level employee
7. Career Path Job Search One way system tech can maintain a leading position in the industry and respond quickly to market opportunities is to connect the best talent to the right opportunities. Career Path allows our employees to use a global database of open positions and career opportunities to match job openings with their resumes, helping them to spot hidden opportunities. Career Path’s job agent feature allows employees to select and store criteria relevant to their career interests, then receive email notifications when career opportunities match their criteria.
8. Cisco Certifications Cisco employees in support positions need the skills necessary to plan, design, implement, operate, configure, deploy, maintain, and troubleshoot Cisco products and solutions. So do technical staff members among our customers and partners. To develop and validate these skills, we offer more than 35 different certifications. Each certification requires candidates to pass one or more examinations, many of which include simulations that measure practical, on-the-job proficiency.
9. Career Development across the Company Here are a few more examples of the many career development programs open to Cisco’s employees: Engineering learning: As a leading technology company, Cisco has a learning organization dedicated to offering a wide variety of specific development opportunities for our engineering community. Learning events are held periodically that allow engineers to share some of their expertise and insights with peers.
10. Career Development across the Company Women’s Action Network Coaching pilot: In June 2008 we launched a pilot program for members of our Women’s Action Network that provides situational coaching and mentoring to women using Cisco Tele Presence technology. Since the program’s inception, more than 150 women have registered for situational coaching.
11. Career Development across the Company Cisco TV: We offer communications and training to Cisco employees, partners, and customers via live broadcasts and video on demand. The Cisco TV guide shows the daily live sessions available. Offerings include product updates and training, services training sessions, and application training sessions, as well as all-hands meetings and messages directed to employees within specific functional groups. With onsite studios and knowledgeable staff, together with self-authoring tools for creating desktop videos, employees have the means to produce virtually any type of video production. Employees can then post, view, and rate videos, photos, and podcasts on the internal C-Vision website, with submissions ranging from educational to entertaining.
12. Career Development across the Company External Training: Each Cisco business function has budget to send employees to external training courses or programs. These vary greatly depending on the function, level of the employee, and skills or expertise needed. Because Cisco executives are expected to communicate regularly to employees and customers, communication coaching and training
13. Career Development across the Company Employees are encouraged to create a personal development plan based on their training needs and career aspirations. Managers provide the necessary support and resources to help them realize these plans. Employees manage their training and development needs through Cisco University, a companywide initiative that provides a single focus for all career development activities, including training, coaching, mentoring, and job opportunities.
14. Success Profile for Cisco Administrators This year a cross-functional group of talent specialists, executive administrators, and managers, worked together to design a Success Profile for Cisco`s Administrators. The Success Profile provides a compendium of core skills, experience, and competencies for each administrative level. The tool is used by managers and administrators as a reference for hiring, promotion, development, and mentoring.
15. Conclusion Cisco employees learn and develop through "education, experience, and exposure." Providing developmental activities with a mix of education, experience, and exposure results in an accelerated, more effective, and lasting knowledge and skill development which leads to career development
