Training and development

Learning tools

All employees have access to My Career - an online personal development and career-planning tool - as well as other printed tools that they can use to help manage and review their personal development.

CCGB

By providing training and development programmes, on-the-job learning and coaching and feedback, we ensure that our employees have the resources and methods they need to learn. Many of our programmes are pan-European - allowing our employees to network and learn from other colleagues across Europe.

• Our average training spend per head in 2008 was £1,413
• A total of 2,504 hours of training were completed during 2008

Using a range of flexible learning initiatives, we focus on three core areas:

• Functional expertise - this aims to build the skills required to be 'best in class' in marketing, commercial and franchise leadership (known as the three pillars)
• Leadership
• Personal development

Our leadership programmes include:

• Personal development - business fundamentals, communication skills, influencing and negotiation, personal effectiveness, planning and project management
• Leadership development - accelerating sustainable growth (overall leadership), people management, developing women leaders
• Consumer marketing - the Coca-Cola way of marketing
• Customer and commercial leadership - planning for market success, collaborating with customers, executing to win, immediate consumption
• Franchise leadership- system alignment, business awareness, system knowledge, enabling execution, partnership skills.

We also run a comprehensive 90-day induction programme for all new starters. This includes specific training, formal reviews and external coaching to support employees' transition to the company.

All of our training is set-up and managed by the 'Coca-Cola University' - this is our internal name for our comprehensive programme of training and development. It's available to all employees through our intranet and offers a choice of courses across Europe - including a variety of E-learning and classroom training.

Development plans

Every CCGB employee has a development plan, which they review twice a year. This plan helps us ensure that we match individual skill development with available roles, training interventions and project opportunities. The plan also plays a major part in the development of employee career paths.

We offer skills labs to all employees before they review their plans with their leader. These help employees prepare for the meeting to make it as successful and productive as possible. In 2009, all employees and leaders also took part in a workshop designed to provide the tools and resources needed to drive successful career development.

To help employees practice their learning skills, we offer an annual Learning Allowance. This can be used on a choice of learning activities outside of work - anything from sailing to wine tasting.

Talent management

At CCGB, talent management is important for making sure that all employees have the chance to explore new opportunities and grow within their role. Typical career moves for employees have included cross-system moves, secondments to our Global HQ, international career moves and promotion from within. Lateral career moves also help to gain breadth and depth of experience.

Our regular people development forums continue to help us identify and grow talent, as well as retaining potential stars. In 2007/08:

• 10% of CCGB employees were promoted internally
• 3% internally transferred across the group

Leadership development - Training for managers

We believe that learning is an individual responsibility and a skill in its own right. For example, we believe that a leader's ability to offer coaching is very important in developing people.

For this reason we run regular programmes for managers to develop coaching and feedback skills. We also have specific training programmes for leaders at all levels in the organisation. This training is designed to be part of targeted individual development plans and covers everything from overall leadership skills to people management techniques. There's also a specific course for developing women leaders.

Performance management process

The goal of our global performance management strategy is to enable peak performance. To us, this means creating an environment where employees can excel, develop skills for improvement, and move toward their career goals.

All employees take part in the Peak Performance Process, which includes performance, development, and career planning elements that are recorded in our online tool. Compensation and bonuses are linked to this each year.

The process is a cycle that includes several key phases throughout the year:

• Setting objectives and establishing core competencies
• Creating a development and career plan
• Reviewing both of the above regularly, through mid-year and year-end formal reviews
• Calibrating output across departments throughout CCGB

This is managed through face-to-face meetings. There are online tools available to support the process too.