UPS Dq

They face new challenges daily; the company has started changing their leadership development strategy to address a broader culture of learning. Employee development has been a big part of UPS since day one. The company developed a new leadership development program to enhance online learning. This program gives employees training and development that is available 24/7. UPS provides employees with formalized training courses, informal mentoring, and coaching (Kalman, F 2012). UPS has implemented the Jack Phillips’ ROI model. This model provides a way to predict the potential payoff, return on investment (ROI) training and human resources development initiative.

          This model accesses 5 key areas: reaction, satisfaction, and planned action, learning skills and knowledge gains, application and implementation, business impact measures business impact, and return on investment. The reaction, satisfaction, and planned action measures employee satisfaction and their plans on how they will use what they have learned. The learning skills and knowledge level uses tests, skill practices, role playing, simulations, and group evaluations to measure what they have learned. The behavior, application and implementation level 3 assesses if employees have applied the skills on the job. The business impact level measures how the business has improved after training. The return on investment level compares the monetary benefits from the program with the program costs.

            UPS spends $300 million on developing leaders. The leadership programs focus on 9 core leadership competencies: integrity, customer focus, business and finance, perspective, managing results, communication and influence, decision making and problem solving, and development orientation, and partnership. These competencies qualify for specific job development offerings. “It’s about getting the right training for the right people at the right time, so that we’re not painting everybody with the same brush” said Mary Kay Kopp, UPS’ global learning network director. The company uses online learning, coaching, mentoring, formalized training programs, and uses the Jack Phillips ROI model (Kalman, F 2012).   

Works Cited

Kalman, F. (2012, May 29). UPS: Building a Framework for Learning. Chief Learning Officer, Solutions for Enterprise Productivity. Retrieved February 6, 2014, from http://clomedia.com/articles/view/ups-building-a-framework-for-learning/2

The Kirkpatrick/Phillips Model for Evaluating Human Resource Development and Training. (n.d.).http://www.busgurus.ca. Retrieved February 6, 2014, from http://www.busgurus.ca/media/pdf/the-kirkpatrick-phillips-evaluation-model-en.pdf