(CLP) Programs

Appleton Greene corporate training programs are all process-driven. They are used as vehicles to implement tangible business processes within clients’ organizations, together with training, support and facilitation during the use of these processes. Corporate training programs are therefore implemented over a sustainable period of time, that is to say, between 1 year (incorporating 12 monthly workshops), and 4 years (incorporating 48 monthly workshops). Your program information guide will specify how long each program takes to complete. Each monthly workshop takes 6 hours to implement and can be undertaken either on the client’s premises, an Appleton Greene serviced office, or online via the internet. This enables clients to implement each part of their business process, before moving onto the next stage of the program and enables employees to plan their study time around their current work commitments. The result is far greater program benefit, over a more sustainable period of time and a significantly improved return on investment.

Appleton Greene uses standard and bespoke corporate training programs as vessels to transfer business process improvement knowledge into the heart of our clients’ organizations. Each individual program focuses upon the implementation of a specific business process, which enables clients to easily quantify their return on investment. There are hundreds of established Appleton Greene corporate training products now available to clients within customer services, e-business, finance, globalization, human resources, information technology, legal, management, marketing and production. It does not matter whether a client’s employees are located within one office, or an unlimited number of international offices, we can still bring them together to learn and implement specific business processes collectively. Our approach to global localization enables us to provide clients with a truly international service with that all important personal touch. Appleton Greene corporate training programs can be provided virtually or locally and they are all unique in that they individually focus upon a specific business function. All (CLP) programs are implemented over a sustainable period of time, usually between 1-4 years, incorporating 12-48 monthly workshops and professional support is consistently provided during this time by qualified learning providers and where appropriate, by Accredited Consultants.

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Executive summary

Employee Advancement

Employee Advancement Program

Program Overview & Objectives

The Employee Advancement Program is a pioneering and growth-oriented professional development program that delivers a structured internal career advancement process which is customizable to individual employee growth in conjunction with business goals. Employee Advancement is uniquely designed to tackle current and pressing workforce challenges of employee mobility, well-being, and retention by addressing both:

1. Employees need for holistic professional and personal development, purposeful career advancement goals and skills, and action plan and map to progress within their current company.

2. Employers need for greater internal mobility and retention, effective professional development and engagement, and increased well-being and ROI (return on investment) of their employees.

By simultaneously focusing on employer and employee challenges and opportunities, the Employee Advancement Program fosters a workplace culture that is supportive and inclusive as well as stimulates growth and innovation.

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Employee Advancement is an immersive and highly effective year-long program that is delivered in 4 growth modules, including 3 workshops each, which progressively build upon one another. Each growth module and workshop include clearly defined deliverables and project studies that guides each employee to develop their professional brand, internal career map, and advancement plan.

Throughout the Employee Advancement Program each employee receives targeted guidance from the Appleton Greene Certified Consultant, feedback from their peers, and engage in self reflections and insights; which customizes the program, exercises, and project studies to their own workplace situation and career advancement goals.

A pioneering Integral Education model and methodology, which is a holistic learning approach blending traditional professional advancement processes with emergent personal development practices, is the foundation of the Employee Advancement Program. An Integral Education model emphasizes the whole – delivering program outcomes that are practical for both the employee and employer – and integration – holistically developing employees through a creative integration of professional and personal exercises and assessments. To empower employees in their purposeful career advancement, the Employee Advancement program is delivered as a collaborative and supportive learning community which creates an extended professional network and safe space for each and every employee to receive feedback, encouragement, and critical insights.

Corporate Workplace & Training Challenges

Industries, companies, and employers are dealing with numerous challenges including increased attrition, pressure to advance and re-skill or up-skill, and support the well-being and mental health of their employees. Many of current workplace trends continue to shift due to the after effects of the COVID-19 pandemic, fast pace of technological and business changes in key industry sectors, and changing generational attitudes towards employment and longevity at a company. As a result, employers are trying new programs and initiatives to retain employees and a cohesive company culture by creating more internal mobility opportunities, an inclusive and supportive organization, and greater opportunities for engagement and advancement.

All of these compounding workplace factors bring about a greater need for employees to be self-directed in their career advancement and have agency in their professional brand identity, and for employers to provide more corporate training programs that support internal mobility for employees so that business, organizational, and financial goals can be better met. For employees, this has led to a greater prevalence and demand for customized professional development programs as well as 1:1 career coaching. An individual employee typically works with an independent career coach and/or enrolls in external development programs to help define their career goals, make mental and emotional shifts to align with new career directions and opportunities, and develop necessary hard and soft skills to achieve their goals. For employers, it is beneficial to cultivate their employees’ career development and increase ROI, but the challenge remains in retaining employees by offering internal mobility opportunities.

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Many traditional corporate training programs are focused on addressing defined and static employee and organizational needs (i.e. supply chain optimization, managerial accounting). When standardized corporate training programs are implemented for dynamic needs of developing employees in a changing business environment, these programs are only mildly effective in aligning company and organizational objectives with employee advancement. What companies and their employees are looking for are adaptable training programs, such as Employee Advancement, so each individual employee can professionally and personally develop in their specific workplace situation as well as make sustainable and meaningful changes in their careers and organizations.

Pain Points Addressed

The Employee Advancement Program is designed to address the shifting pain points of current and future corporate workplace and training challenges. Critical industry sectors, including the tech sector that is experiencing alarmingly retention rates (i.e. Amazon, Google, Apple with employees that stay less than 2 years) and the professional services sector that rapidly needs to develop and reshape their workforce (i.e. McKinsey, Ernst & Young, Deloitte conducted large layoffs). To adapt to new business and organizational trends, corporations and employers need the personalized career advancement and professional development process of the Employee Advancement Program to address critical pain points in cultivating their employees and the organization as a whole.

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