OUR PEOPLE AND WORKFORCE
Employee Career Development
EMC offers an array of programs to guide employees on their journeys at EMC and beyond. We believe individuals should play an active role in their own career development to achieve their professional goals. We empower employees to develop their careers and task managers with helping people to hone skills and seek development opportunities. Eighty-two percent of our employees took part in some sort of formal development in 2013, including leadership coaching, instructor-led training, and eLearning.
EMC employees receive a performance review at least annually to discuss strengths, skills, and opportunities for growth. Employees and managers work together to develop and execute Individual Development Plans (IDPs). All employees, regardless of level, are encouraged to manage their development through an IDP. It serves as an employee’s professional transformation plan and outlines development goals that align with individual career aspirations and the needs of the business. In 2013, 78 percent of EMC employees had an IDP in place, an increase of 7 percent over the previous year.
Learning and Development Programs
New employees are introduced to EMC through the award-winning EMC Proven Professional program, where they receive an overview of the information technology (IT) industry and learn about EMC’s values, best practices, and methodologies.
We offer rotational development programs for recent graduates to provide job-specific skills, mentoring, peer networking opportunities, and a holistic understanding of EMC’s business. Our rotational leadership development programs include:
- Business Operations Leadership Development Program
- Finance Training Program
- Global Services Leadership Development Program
- Human Resources Leadership Development Program
- Information Technology Leadership Development Program
- Leadership Engineering Accelerated Program
- Marketing Development Program
Interested candidates can learn more at http://www.emc.com/careers.
EMC offers a tailored learning path for employees at different levels within the organization. The curriculum consists of a development roadmap for each career level, including robust and targeted portfolios of courses that are custom-developed for managers and directors in the areas of strategy, business, and leadership. Each learning path includes a combination of highly interactive, team-based foundational courses, and electives that allow employees and leaders to explore topics in more detail.
EMC employees can also take advantage of informal learning opportunities, including podcasts and book summaries through the online repository of business book abstracts at getAbstract.
EMC offers eligible employees reimbursement for qualified education expenses, including undergraduate or graduate degree programs, external work-related programs, or formal certifications. In 2013, 2.7 percent of our employees took part in tuition reimbursement. Also in 2013, we announced a partnership with MIT’s Sloan School of Management through which EMC employees can receive discounts on all MIT’s Executive Education open enrollment courses. In 2014, we will develop similar partnerships with other leading universities.
Talent Review Process
Our talent is the engine that fosters innovation for EMC’s continued growth. We annually conduct an Organization and Talent Review (OTR) to plan our leadership and talent agenda for the future. During OTR, our leaders identify their high-potential employees, critical talent, and successors. This process yields a plan to actively engage and retain these employees through movement across business units and geographies, promotions, and targeted development opportunities to prepare them for their next roles at EMC. To learn more, see the Organization and Talent Review discussion in EMC’s 2014 Proxy Statement.