Elearning - September/October 2008 - (Page 30)

motivatingemployees es are worked into their Individual Development Plan (IDP), which has been part of FedEx’s performance management program for years. This unique program has realized yearover-year growth in the areas of e-learning adoption, marketing strategy development and blended learning strategies, advancing from Supplemental (Stage 1) to Optimized (Stage 5) in just over three years. The College Credit Consortium is creating a competitive advantage for FedEx Express by: >> Developing immense goodwill and strong personal loyalty among participating employees that has led to a demonstrated positive impact on retention rates. >> Stretching tuition reimbursement dollars further than anyone imagined, helping to control costs and increasing the program’s reach. >> Finding ways to make the internal customer experience as outstanding as that of the end customer. Internal commitment to employees reinforces the core People/Service/Profit philosophy, which results in greater employee commitment to external customer satisfaction. >> Serving as a foundation on which to build other blended programs designed to impact key priorities, like career building and succession blended goals. A main feature of CESD’s approach includes a custom portal containing a Job Readiness Map application that enables management to develop career paths for their organizations and lay out competency-based training for Results show that over 15,000 employees are currently participating in the program since its launch in 2006. The number of participating employees represents 75 percent of the company’s workforce and far exceeds the initial estimates. planning at FedEx. The program is continually expanding, as CESD builds brand recognition for the myriad of self-development resources available to FedEx Express employees. For instance, CESD is now working on designing custom curriculums from existing courses with new job-specific strengthening core competencies. With the readiness maps, each employee has a clear picture of “what’s in it for me” when choosing to invest time in selfdevelopment. According to Karl Guenther, “We now provide all employees at all levels, the tools they need to plant the seeds for a future harvest.” 30 September/October 2008 Elearning! http://www.learning2008.com http://www.learning2008.com

Table of Contents Feed for the Digital Edition of Elearning - September/October 2008

Elearning - September/October 2008 Contents Editor’s Note News IBM Goes Green Green Resources Deals Trendlines Learning Leader Up to Speed Cover Story: Going Green The Green Mindset? Cutting Down Turnover Tips: EET Case Study: Pacific Pulmonary Services Case Study: British Telecom Case Study: Allianz SE Case Study: LXR Case Study: St. Elizabeth Tips: Green Initiatives New Products LMS Tools Pop Quiz Last Word

Elearning - September/October 2008

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