FAR EASTERN UNIVERSITY

Human Resource Management

Training and Development Program

Agustin, Erika Florendo

Alvarez, Jevia

Barbasina, Ilyssa Anne

Closa, Rollando III

Guillermo, Miguel Paulo

Smith, Abby Girl

 At Accenture, we
know that success
for our people
requires two things:
the right skills and
the right
opportunities.
Constant learning is essential to building the right skills, which is why
we make learning from basic skills to industry-specific content
available to all our people.

Accenture is a leading global professional services company, providing a broad range of

services and solutions in strategy, consulting, digital, technology and operations. Combining
unmatched experiences and specialized skills across more than 40 industries and all business
functions underpinned by the worlds largest delivery network Accenture works at the
intersection of business and technology to help clients improve their performance and create
sustainable value for their stakeholders. With approximately 373,000 people serving clients in
more than 120 countries, Accenture drives innovation to improve the way the world works and
lives.

Learning and development is a key element of our employee value proposition. At

Accenture, learning is not a time-bound means to a short-term end. It is rather a holistic way of
life. You will develop capabilities through on-the-job work experience, formalized classroom-
based training, self-initiated study and interaction with specialists. The programs are aimed at
enhancing your skills and equipping you with business, technical and behavioral competencies
needed to perform your role effectively.

High performance is our promise to clients and at its core is our impetus for continuous
learning. To enable this learning, we provide an environment that encourages each employee to
learn, teach and share knowledge with his or her colleagues.
NEEDS ASSESSMENT

Organizational Analysis
Person Analysis
Task Analysis
ENSURING EMPLOYEES READINESS FOR EMPLOYEES

Attitudes and Motivation

Laid Back-But ready for action
Committed-Yet Independent
Competitive-Yet Cooperative
Pragmatic-Yet Optimistic
Extrinsically Motivated-Yet Intrinsically Fulfilled

Basic Skills
Knowledge Retention
Attention to Detail
Flexibility
Friendly
Creativity
Calm under Pressure
CREATING A LEARNING ENVIRONMENT

Identification of learning, objectives and training outcomes

Five regional learning centers, which offer Accenture employees a more

traditional classroom learning environment and help develop the companys talent
locally. The company has centers in Bangalore, India; Kuala Lumpur, Malaysia; London,
England; Madrid, Spain; and St. Charles, Illinois (outside Chicago) in the United States.

Meaningful material

More than 24,000 online courses and 900 learning boards online forums curated
by subject matter experts through which Accenture people can find and share the best
information and ideas. These online courses and learning boards provide anywhere,
anytime learning opportunities giving employees development opportunities outside of
the traditional classroom environment.

More than 50 connected classrooms that enable Accenture people from multiple
locations often spanning thousands of miles to participate together in interactive and
collaborative classroom sessions taught by Accentures senior leaders and world-class
subject-matter experts. Accenture plans to double the number of its virtual classrooms in
fiscal 2016, to more than 100.

Practice
More than 100 Professional Communities, the newest learning environment
within Accenture Connected Learning, which bring together Accenture colleagues around
the world who do similar work, such as software engineering, or who specialize in a
specific industry, such as banking. Through Professional Communities, employees can
harness the power of Accentures global network for answers, ideas, collaboration,
innovation, lessons learned, industry insight and more whether for ongoing professional
development or a point-in-time need.

Feedback
Observation of others
Administering and Coordinating program
ENSURING TRANSFER OF TRAINING

Self- Management Strategies

Growth and Development Plan
Being part of Accenture is as much a learning experience as it is rewarding. Each
employee has a growth and development plan that is commensurate with the
growth and vision of the company. To support our sustained growth charter, we
have built a culture with a strong foundation of learning, teaching and nurturing
that is continuous and holistic. In short, at Accenture, the learning never stops!

Peer and Manager Support

We recognize the need to enhance the capabilities of our employees continually

and build on their experience. Employees undergo training and development
activities throughout their time at Accenture. We are committed to providing
training to deliver superior solutions, whether in advanced systems development
programme management, emerging or established technologies, or professional
skills.

Higher Education Programme

Employees (Senior Software Engineers to Manager Career levels) can continue
their education through our continuous learning initiative. Accenture sponsors
Master of Business Administration (MBA) programmes in various institutes.

As part of our efforts to make the best talent available to the client, we encourage
and support certification programmes across technologies. In fact, to facilitate
many of the certification programs, we are associated with premier institutes.
For example, through the Accenture Solutions Delivery Academy set up in
association with the Professional Education Programs office of the Massachusetts
Institute of Technology, we offer our employees international certification as
application developers and/or application designers.
In a similar tie-up, Accenture has teamed with the Indian School of Business,
Hyderabad, to pioneer the Accenture Management Development Academy.
Persons with Disabilities
Accenture provides and inclusive and equitable work environment for people with
disabilities and drives awareness through training programs. Accenture has nearly
4,000 PwD champions around the globe. Read our new fact sheet to learn more
about how we support inclusion and diversity.
SELECTING TRAINING METHODS

Presentational Methods

Accenture MyLearning
The MyLearning internal website is available to all Accenture employees. From
classrooms to virtual sessions and self-paced computer courses, our employees
can enroll in any of the more than 20,000 courses at the click of a button. The
website enables employees to access a wealth of information and create their own
curriculum and development plans. The strong e-learning strategy constitutes the
very foundation of the learning environment at Accenture and is the starting point
in our employees journey to growth and development.

Hands-On Methods

Application Delivery Training.

You will be trained on the Accenture Delivery Suite, which is Accenture's project
experience crystallized into simple, easy-to-use delivery methods, tools and
architectures.

Technology Specialty Training

This training supports building the deep, specialized technology and delivery
excellence skills required to deliver technology solutions. This technology
training is tailored to your career level and technology skills.

Professional Development Training. This training supports the development of the

interpersonal, professional, cross-cultural, management and leadership skills
required to succeed across various projects and roles.

Taking our culture of employee engagement to a formalized level are the

Accenture Core Seminars. These annual events provide a platform for Accentures
executive leadership to engage with future leaders of the company. As part of
learning and development, employees also have access to career counselling,
Leadership Connect and town halls for mentoring, coaching, sharing knowledge
and
EVALUATING TRAINING PROGRAMS
Identification of training outcomes and evaluation design
Training evaluation should result in:
Determining the effectiveness of the training program.
Deciding whether to change, stop or expand the program.

When assessing a training program, there are four levels of evaluation:

Level 1 Reaction: Reaction comes primarily from evaluations filled out by

attendees at the conclusion of the training program. In survey format, it usually
covers such items as program methodology, group and individual exercises,
quality of materials and media, facilitator capabilities, facilities, etc.
Level 2 Learning Evaluation: This is the process of collecting, analyzing and
reporting information to assess how much the participants learned and applied in
the learning experience.
Level 3 Application to the job (also called transfer): This step assesses the
degree to which the knowledge, skills and abilities taught in the classroom are
being used on the job. It includes identification of enablers and barriers that
facilitate or inhibit successful application.
Level 4 Evaluating the Impact and ROI (also called results): This is the
process of determining the impact of training on organizational productivity,
improved customer satisfaction, and the organizations strategic business plan.

Cost-Benefit analysis