Servier believes passionately in enabling employees to reach their full potential through development, training and education, so that they can contribute fully and progressively to the success of the Company.
The responsibility for your development is shared equally between you, your manager and the Company. Employees with ambition are expected to take responsibility for the continuing assessment and satisfaction of their own training needs using appropriate help from every available source. This will require you to explore your capabilities, to understand your strengths and weaknesses, to share your aspirations with your manager and, above all, to demonstrate your desire to continue to learn.
In return, your manager will provide regular guidance and support through coaching and counselling; by stretching your abilities and by helping you to capitalise on them; by listening to your aspirations and evaluating your potential for future roles; by helping you to build a realistic development plan and identifying opportunities to turn this plan into reality.
Overall, you will work in an environment which encourages continuous development and training and in which you quickly understand the key values and skill sets required for progression. You will always know where you stand and what you specifically need to do in order to progress, whether it be within the UK subsidiary or internationally throughout the Servier Group.
As part of the ethos of investing in its people, Servier UK has developed a Continuous Professional Development Policy (CPDP) for all its employees. This involved developing a suite of competencies against which every employee could objectively measure himself or herself. These were designed in the form of behaviours that should ideally be demonstrated. A unique set of behaviours was drawn up for every job in the company yet all contained common themes that represent Servier UK’s values.
True to the principles behind the policy, Servier decided that our own people should predominantly develop it. Although an external consultant was available for advice, Servier employees carried out the direct work. The leadership team drafted the mission and operating behaviour statements and every employee had the opportunity to comment on the work and feedback was actively encouraged.
Within each competency, there are different development levels. With such a strong appraisal and development framework, we are able to develop more people to their full potential within the Company from day one. This in turn means that we have consistently succeeded in developing our own managers for the future, while affording our employees job satisfaction and personal progression.
The heart of this professional development programme has been “developed with our employees in mind” to ensure that their capabilities and aspirations may be continuously satisfied within the organisation.
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Last Updated 25/03/2010 11:21:30
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