At John Deere, the opportunities for development are endless. Whether it's reading articles or books, attending a class or conference, coaching, mentoring, higher education, taking on a new role or assignment, volunteering, networking with colleagues, or benchmarking with other companies, these activities foster fresh ideas and innovation and help you reach your full potential and the company achieve its business goals.
John Deere is keen on helping employee to coordinate a plan for their professional development that increases their overall performance as well as provides opportunities for them to contribute to the experiences and development of others. This is an employee owned and employee driven process.
John Deere follows the 70-20-10 Blended Learning Model:
70% learning from experience,
20% learning from others, and
10% formal learning.
Employees are encouraged to have a mix of development activities that will help them achieve optimal performance, develop their skills and competencies and close learning gaps.
Development is the basis of helping prepare employees for career progression or career shifts. The first step towards is to follow the 4 steps approach of development (mentioned above) and adapt the blended learning model (mentioned above). Manager – employee development conversations is the key to enable this.
Below are some of the learning avenues available to employees under the 70-20-10 learning model:
John Deere has received accolades and recognition in the industry for our focus on learning and development thus leading to developing extraordinary global talent for the enterprise.
Some of the forums where John Deere has received accolades and recognition for our Development practices are highlighted below –