Learning at CSC

As a learning organization, CSC seeks to continuously develop the capabilities of its employees by offering multiple opportunities to learn and improve competencies in both functional and leadership areas.

Investing in competencies goes hand in hand with practice and learning on the job as well as coaching. Learning is also part of the annual appraisal process during which learning needs and career development aspects are discussed to help employees realize their full potential and ensure that both their individual objectives and CSC’s goals are achieved. In this way learning is a win-win investment. CSC invests in high quality learning programs, and employees commit to being part of a culture of continuous development.

Individual Learning Plan

The first area of focus is individual development and growth within the organization. The Learning Curriculum provides a framework for the competencies needed to be a successful professional and the associated learning program that CSC offers to its employees.

Other specific individual needs may also be identified and addressed using various learning opportunities. This is a proactive process built upon long-term development plans. These development needs are identified during the appraisal process.

The coach and coachee discuss the competencies to be developed and the appropriate learning actions to be taken. All the individual’s needs are then consolidated across the competence centers to help HR initiate the key programs to fulfill these needs. It is the responsibility of the coach to monitor whether coachees follow the appropriate learning course in line with the learning plan drawn up during the appraisal process.