Technology company EMC saves money on recruiting by sending its high-potential employees to school—at an in-house university.
More than half of the Hopkinton, Mass., organization’s corporate-level director positions are filled from within, says Brian Powers, senior director of EMC University. Internal promotions, he notes, have improved while cutting down on recruitment costs.
EMC University has identified about 250 high-potential employees. More than 60% of them have moved into expanded roles or higher-level jobs, says Powers.
The 35,000-employee organization started EMC University in its HR department as part of an effort to recruit, develop and assimilate new talent.
It also created a competence model and automated the talent review process. As part of that process, EMC University identifies high-potential employees and custom-builds a development plan for each one. Those employees undergo assessments and participate in briefings designed to help them “develop a deep sense of self-awareness,” Powers says.
Contact: Caitlin Noble, public relations rep for EMC, at (508) 293-6448.
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