A goal is a dream with a plan and a deadline, according to author and business speaker Harvey Mackay. Automotive organization Holman Enterprises has made helping employees realize their dreams a priority. As such, Holman University launched an initiative to promote the use of individual development plans (IDPs) across all of the company’s business units.
Program Details
The IDP process involves individuals sitting down with their manager to set goals and action items. These goals can be individual or professional. The objective is to create goals that matter to the employee. The manager’s role is to guide the employee in setting the goals and to help furnish the necessary action, time, or resources needed to achieve them. An IDP can include external classes or certification that are 100 percent reimbursable, job rotations, or cross-trainings, as well as any e-learnings or instructor-led classes offered through Holman University. Whatever the objectives or action items may be, managers are encouraged to set quarterly meetings with their employees to guide and plan their development.
Last year, Holman University extended availability to all 6,500 employees. In preparation for launch, the team created a new onboarding e-learning. This training was developed over a period of eight months to both engage employees in and inform them about IDPs. In addition, employee guidebooks were developed to help employees plan and develop their IDPs. A virtual training, “Achieving Your Goals,” was provided to more than 400 employees to teach them how to create achievable goals using the SMART criteria (goals should be specific, measurable, attainable, relevant, and timely). Finally, Holman University employees presented information on IDPs as they traveled to every Holman business location across North America. Instructors also provided IDP workshops to help the campaign get started in each location. This information campaign lasted for three weeks.
Results
As a result of this campaign, Holman Enterprises increased the percentage of employees with an active IDP from 42 percent to 89 percent in the business units that previously had access. In areas where the IDP was previously unavailable, an additional 3,200-plus employees gained access.
IDPs have shown benefit in helping Holman Enterprises achieve two objectives: empowering and retaining employees. Currently, Holman Enterprises has one of the best retention rates in its respective industries. Its fleet management subsidiary, ARI, for example, has a low turnover rate of 8 percent. And in 2016/2017, more than 30 percent of open positions were filled internally in the organization. Holman Enterprises believes that creating such a strong talent pool within its doors is only possible with an ever-increasing commitment to the development of its employees.
