McGraw-Hill
Education
2009
McGraw-Hill
Education was awarded the first Talent
Development Innovator Award in 2009. Read the
press release or a profile of
the company's programs.
At
McGraw-Hill
Education the recruitment and training programs
aren't just ancillary parts of human resources-talent
development is a key investment in the future of the
company. Part of The McGraw-Hill Companies, the Education
Division participates in both company-wide and targeted
professional training and development. The programs,
beginning with college students and graduates and continuing
throughout an employee's tenure, aim to enhance professional
development, and foster a productive, lasting relationship
with the organization as well as the publishing industry.
"McGraw-Hill
has brand recognition, which is important," says
Edie Mitchell, Senior Director, Learning & Talent
Development for McGraw-Hill Education, "But still,
few college graduates are thinking about professional
roles in educational publishing."
McGraw-Hill
Education's internship program endeavors to find talented
college students, expose and train them in various aspects
of publishing, and, hopefully, recruit top interns for
full-time employment upon graduation. Mitchell said
one of the strengths of McGraw-Hill's intern program
is its structure. While all interns receive the typical
company and product overview common to most programs,
the McGraw-Hill interns also have a manager and a mentor,
who is matched to the intern's individual needs. There
are expectations for the manager as well as the intern
to ensure that the students have the best experience
possible and meet their education goals.
Next,
all interns participate in roundtable discussions about
topics related to the publishing industry in general,
digital publishing, and specific topics related to PreK-12
educational publishing. Finally, the interns work in
groups and make presentations to the executive teams.
This open information exchange on all levels provides
students with a broad exposure to the industry.
In
order to encourage diversity, McGraw-Hill has partnered
with Central State University, a historically black
college, for intern recruitment and career fairs aimed
at minority candidates. Of the 27 interns in summer
2009 23 were minorities.
McGraw-Hill
knows that a diverse employment base will help the company
to more effectively meet the different needs of educators
and diverse student populations.
For
post-MBA students who are looking to enter a company
at a higher level position, there is the enterprise-wide
Management Development Program (MDP). Started in 1993,
MDP offers six candidates full-time contracts for 18
months; every 6 months they rotate to a different division
of The McGraw-Hill Companies. Again, the goal is to
groom potential hires and to create a cadre of industry-educated
managers pursuing employment within the Education segment
and across The McGraw-Hill Companies.
Training
and management recruitment doesn't end, though, with
college and MBA graduates. The Leadership Foundation
management development series offers first and mid-level
managers six day-long sessions throughout the year intended
to help them enhance their management skills for current
and future positions. Participants, who are nominated
by a senior manager or human resources business partner,
also use this program to network with employees from
across the corporation and gain a better understanding
of the big picture. In addition, the Education Division
has a program for first-time managers--even if they
only supervise one person. The two-day program is focused
on helping them thrive in their new positions.
McGraw-Hill
employees have 24/7 access to an online library of more
than 700 professional development offerings addressing
a variety of topics. This online library, provided at
no cost to the employee, offers an efficient way to
access development by addressing the essential skills
and competencies needed for growth at The McGraw-Hill
Companies. This suite of e-learning courses addresses
professional and business skills (Leadership, management,
presentation skills and communication) and technical
and desk-top classes for all levels of experience. The
courses range from 20-minute video segments with quick
tips and tricks to two-hour interactive skill-building
courses. The most popular classes have involved communication,
management effectiveness and project management. .
Finally,
the Learning and Talent Development group also creates
training sessions as needed for the employees. For example,
many employees who come to McGraw-Hill Education have
classroom and/or product-development experience but
no background in traditional business education. They
may attend sessions on business basics. Editorial and
design workers who wish to move into supervisory positions
can take project-management courses. And when the Education
Division's PreK-12 business established a new organizational
structure, the Talent Development group designed and
conducted a three-hour workshop, "Leading Teams
Through Times of Change," to help the senior-level
executives assist their teams as many transitioned to
new roles.
"The
objectives of our recruitment and professional development
programs are to help individuals maximize their strengths,
realize their potential, and provide them with a framework
for success, says Mitchell. "When we meet these
objectives, the benefits to McGraw-Hill Education are
extensive."
Read
more about the McGraw-Hill Education training and development
programs.
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