Here are some examples on why I feel I meet the job requirements - As part of my role now I have to consultant and communicate with external suppliers and business collegaues from junior to management level to identify the right learning solutions for the business and build solid relationships to move learning forward in the most effective way. An example of this is I currently look after the sales and service approach for Thomas Cook, this approach is adopted throughout all 800 retail stores and both contact centres. I was asked to work with an external supplier who specialised in customer insight and buying habits to find the new service approach for Thomas Cook. I worked closely with the supplier to ensure that their findings and recommendations …show more content…
I was asked to work on a new manager induction programme as the business identified for new managers or people being promoted to manangers we had a gap where development wasn't offered for people new into these roles, I was asked to create a 3 day workshop that covered managing the Thomas Cook way, creating high performing teams and performance management. I had 2 months to complete this piece of work and had to communicate regulary with different stakeholders in the business to ensure the content was fit for puropse,this was done by holding stakeholer meetings as understanding from each area of the business what they felt new managers needed. I researched new methods around bringing business strategy to life, mindsets, culture, cash flow, commercial awareness, motivating and managing your team as well as HR performance management. I did this by working to a project plan to ensure I could deliver on time, keep on track and highlight any potientail time risks to project sponsers. This has since gone live into the buisness and feedback shows is making a real difference to new managers within Thomas Cook as well as exisitng managers who have chose to book themselves …show more content…
As a result of the annual engagement survey I work closely with HRBP's and business stakeholders offering learnning solutions for teams that show low engagement scores in this survey. I have recently worked with a team who's engagement levels were low and the manager wanted a session facilatated by learning and development to tackle these problems and move forward. I did this by introducing the Johari window to the team and exporing this concept, once this was done all of the team completed personal shields giving an inight to eachother and eachothers feelings which then formed an action plan to move forward with. The team were not keen on attending the session before they arrived however most by the end gave feedback on what a great insight it had