To create and maintain a competitive advantage in today’s fast paced, constantly evolving business climate is not easy for any organisation. To ensure competitiveness in this rapidly changing but global environment, a concerted commitment to World Class excellence and quality in all aspects of an organisation’s business cycle is essential. However, perhaps the area where a company can make the most telling contribution to its competitive-edge and ultimately, its bottom-line profitability is through the excellence of its people. Regardless of the industry, it is the people that can make the difference.

As a key player in the global electronics industry, Philips have recognised the importance of its people in maintaining and enhancing their position in this market. Currently going through a major change process that is designed to ensure the achievement of core business goals, the company is investing in a “Career Development” initiative which will help to deliver the people capabilities necessary to meet those goals.

What is the “Career Development Programme”? It is a leading-edge development initiative which includes a range of simulation exercises, use of assessment centre methodology, psychometrics and coaching. A key tool used is a 360° feedback questionnaire to provide a clear development platform for managers based on the Philips Leadership Competencies. Acceding to the latest feedback for development purposes only, information gathered through the 360° process will not be used for assessment purposes. This is a forward thinking decision which reflects the organisation’s real commitment to developing its managers in a frank and open climate.

However, it was not enough for Philips to use an “off-the-shelf” 360° package. Philips Corporate HRM, working in conjunction with SHL consultants who have had wide experience of 360° processes, designed a bespoke questionnaire that is easy and simple to complete, fits the culture of the organisation and which uses the latest technology to create a flexible, user-friendly administration system, e.g. e-mail and scanned answer sheets.

A lot of attention has been given to the output of the 360° process. At the end of the process, each manager received a personal, confidential report. A unique feature of this report is the inclusion of ideas and activities a participant can use to develop their highlighted development needs. Further ideas and guidance are provided in a specially designed Philips “Leadership Development Pack”. 

Given the complexities of today’s world and the growing emphasis on the concept  of self managed careers, the Philips development initiative has the power to provide managers with the support to achieve these objectives and make Philips truly World Class with World Class managers. After all, who is best placed to develop and hone skills but managers themselves?