© 2013 IBM Corporation

Should Graduates Manage Their Own Development?

AGR 3D Conference

14 March 2013

Julia Game and Jez Brooks

IBM Professional Development Managers

© 2013 IBM Corporation2

Session Aims

Development is a key objective for all graduate employers and constantly evolving

programmes are essential to stay competitive.

During this interactive session we will share with you how IBM uses a variety of approaches

which integrate to give graduates the freedom for individual and collective development.

© 2013 IBM Corporation3

Agenda

Introductions

About the IBM Graduate Scheme

Key challenges for IBM

How we address the challenges

The development sweet spot

Summary

Q&A

© 2013 IBM Corporation4

Introductions

© 2013 IBM Corporation5

IBM UK Foundation

Services to IBM UK

Business & ClientsProfessional

Development

Brand / External

Recognition

511Graduates

111Apprentices

283Industrial

Placements

33Gap Year

© 2013 IBM Corporation6

IBM Graduate SchemeManagement Team

© 2013 IBM Corporation7

Key challenges for IBM

� Number of graduates

� Variety of roles / geographical distribution of graduates

� Tailoring individual development

� Expectations – of graduates & our business (and ultimately our clients)

© 2013 IBM Corporation8

A two year graduate development journey…x511 people

© 2013 IBM Corporation9

Individual Development

© 2013 IBM Corporation10

Education & Tools

© 2013 IBM Corporation11

Communities & Schemes

Graduate

Apprentice Placement

© 2013 IBM Corporation12

External Engagement

© 2013 IBM Corporation13

The Development Sweet Spot

© 2013 IBM Corporation14

A two year graduate development journey…x511 people

© 2013 IBM Corporation15

So when it all comes together you get…

•Individual choice and ownership

•Role and competency based

development•Individual & group

development

•Networking

•Experiential development

•Graduates support each other

•Peer led activity

•Connect cross-scheme and SME

communities

•Skills transfer/learning

•Networking

•Eminence

•Experienced and new hires connect and learn

•Connections with the senior organisation

•External•Eminence

•Networking•Skills transfer

•Industry influence•Attraction/Recruitment

© 2013 IBM Corporation16

Additional key factors when considering a bottom-up, blended approach…

� Peer support – through the use of communities, providing shadowing and work

experience as a means to learn, use of tools/social media

� Values based – we have to Trust our graduates (& students) to support each other, seek

learning, “own” their career

� Human aspect – with Development Manager support throughout schemes (and beginning

to end, through attraction, onboarding, induction, development, reviews, progression)

� Consistency – competencies common throughout recruitment, development and all

schemes (& beyond graduate scheme)…

� … this forms the basis of our programme, regardless of role, business alignment,

experience etc.

� All aspects brought together under a single Umbrella organisation with a bottom up

approach to development

© 2013 IBM Corporation17

Any questions?

@hottiejez (yes really)!

@juliagame

uk.linkedin.com/in/jezbrooksibm

uk.linkedin.com/in/juliagame