Never stop learning
We know that learning is crucial to development. We also know that different people learn in different ways. That’s why DSM employees benefit from a wide range of learning opportunities, from classroom and virtual courses to on-the-job training, coaching and mentoring.
Learning never stops
DSM strongly believes in the need to invest in the knowledge, skills and experience of its employees to ensure their employability. The company provides its employees with various kinds of learning opportunities, including classroom and virtual programs, on-the-job training, coaching and mentoring.
DSM Learning Architecture
The DSM Learning Architecture consists of four program clusters: Executive Programs, Management Programs, Functional Programs and e-Learning Programs. This architecture creates a common and coherent concept of learning and program design, facilitates the development of a DSM learning culture and provides enhanced learning for talent.
The programs are designed and delivered in close cooperation with leading international business schools and global training providers (IMD, Wharton, Erasmus University) and are supported by a diverse internal faculty, primarily consisting of DSM’s Top Management.
Other learning methods such as round table discussions, business simulations, virtual classrooms, web-casting and team assignments are integrated into the programs. This enables interactive knowledge sharing and stimulates peer-to-peer networking in the organization.
Progress in 2011
In 2011 progress was made in designing and implementing curriculae in the areas of marketing, sales and innovation. DSM made a start on the worldwide deployment of the One DSM Diversity and Inclusiveness Program to support the company’s internationalization efforts and to strengthen its inclusive working culture. Significant efforts were made to further increase safety, health and environment (SHE) awareness via a global roll-out of the SHE Leadership Experience (SHELEX) course. It is an experiential, personalized, behavior-based course in which people experience how their behavior affects others (in a positive or negative way) and learn how they can use their strengths more effectively. The set-up and content of the SHELEX course supports DSM’s cultural change program. The number of SHELEX enrollments for 2011 was close to 500, and the course is now given in Europe, Asia and the US. Several DSM sites have offered an adapted version of the course (based on the same experiential learning format) to shop floor personnel. DSM also continued to align the core curriculum with the scope of its Change Agenda.
In 2011, six new programs were designed and introduced, bringing the total number of available global learning programs to 77.
DSM Business Academy
In 2011, 3,059 DSM employees worldwide (from 43 different countries; 2,153 male and 906 female) participated in the learning programs of the DSM Business Academy (DBA). This is an increase of 63% compared to 2010. More than 200 programs were delivered in 9 countries – an increase of almost 100% compared to the previous year. These increases were mainly due to a significant rise in the number of programs and participants in China, as well as the completion of more than 40 project management programs in Europe. In addition to the DBA offerings, DSM employees at all levels in the organization are offered a wide variety of training opportunities (both on-the-job and classroom training). The number of training hours per employee increased from 25 in 2010 to 32 in 2011.
