3 Responses

1. at the risk of sounding rude……

   …..you want to set up a scheme but you have no experience of it at all….so the first question that you need to address in some detail is

   "Why are we setting up a graduate scheme?"

   This will include:-

   Why just graduates~ what do we believe they have to offer over non-graduates?

   What is the outcome for them~ accelerated promotion, higher pay, greater responsibility?

   Will you include second career mature graduates~ there are more of them around now than in the past?

   What will you do with them when they complete the scheme? Some companies take on lots of graduates and then let most of them go at the end of their scheme, others only take on enough to be able to keep them all (according to the plan)

   How much talent will you miss by excluding non-graduates (either young non graduates or older people who have expereince and aptitude but didn’t go to Uni)?

   I hope this helps a bit

   Rus

   http://www.coach-and-courses.com

2. A bit more help…..

   These areas; People, Process and Programme, might help once you have tackled the strategic questions.

   People: Who is the programme aimed at? How will you find the people?  What do you want them to be doing at the end of the programme? How many people do you want on the programme? Who else is involved?  Who are the stakeholders in the organisation?  How will you get them engaged? Who will run or manage the programme?  Do they have the will/skills needed?  Are other training needs or issues arising that need to be addressed?

   Process: How will you advertise/promote the programme? What is the application/selection process?  What happens if people fail?  What happens if they get through? Where do the responsibilities lie for each part of the process?  Who has overall responsibility for the programme?  How will the programme be managed and by whom once it has started?   How will you monitor quality/success? How will you measure results?  What approach and consequences will there be if someone ‘fails’ or doesn’t attend/complete the programme?  What recognition/celebration will mark successful completion?

   Programme: How will this programme differ from other development progammes in the organisation? What are the overall aims/objectives? What outcomes are needed? What combination of learning methods will best deliver these outcomes?  What level of knowledge input is required?  What subject matter/content is needed? What would be the best structure for the programme and over what period of time?  What is the most appropriate duration of an event – 1/2-day, 1-day a whole week away from the office? What support will be in place for the Grads in terms of networks, coaching, mentoring, line manager 1:1’s?  Will you include in-house experts/facillitators and/or external facilitators? What is the budget/investment?  Do you have any head-ache tablets? (Sorry – I thought this might be getting a bit too much!)

   I haven’t touched on the content….I think the framework and support structures would be useful to consider before working out what needs to go in them.  Happy to help if you want to go over this at all.

   — Denise Amoss Complete Leadership

3. Content of graduate scheme

    Hi this is all great infomation but what sort of things go into the content of a gradute programme?

   Thanks,

   Josh