Development and training
At Experian, performance is linked to development and training through the appraisal process and this year we introduced a new global performance planning process that is being delivered across the majority of our geographies. Experian colleagues will be appraised on performance against their personal objectives, and the extent to which they have demonstrated four key behaviours which form the Experian culture:
Our new behaviours are:
- Working Together
- Doing it Right
- Driving for Results
- Making Great Decisions
Another important result of the appraisal is to identify how each employee’s career could develop, and any training that would benefit them.
| US* | UK | Serasa† | |
|---|---|---|---|
| Days training | 7,750 | 5,760 | 66,780 |
| Days per employee | 1.4 | 1.5 | 28 |
| Training investment | $3.1m | $4m | $3.5m |
| Investment per employee | $565 | $2,000 | $1,487 |
| *does not capture training paid for from local budgets, and is therefore an understatement of the total. † Captures all Serasa investment in Education, Development and Training |
Examples of the type of training we have offered to employees this year are the development of a consistent sales competency framework and assessment system within the Credit Services business line in the UK. In the US we have expanded our leadership development efforts to build skills to support our complex business environment as well as creating robust product training curriculum to equip our diverse sales force to address our client’ needs.
We monitor the results of training in a number of ways. We collect participant feedback data on the success of each session: for example in the US the results reflect an average level of satisfaction between 4.5 – 4.8 on a 5 point scale, and Serasa averages 95% satisfaction with training. We also track job promotions and employee moves within the company, seeing such transitions as a good indicator of the value of the training they have received.
Back to top
