CONTENTS - Capgemini

in 2005. Overall satisfaction with the courses remains high with
an average rate of 4.3 out of 5.
Continuously innovating and alongside its normal program schedules,
the University delivered five specially-focused Business
Priority Weeks (BPW) in 2006, which reached over 1,500 participants,
on the topics of Service Orientated Architecture (SOA)
and Rightshore. BPW is a unique learning event where over
300 individuals, attending specialized training programs, come
together at certain points during the week to hear key messages
from Group senior executives and clients on top priority topics
and to discuss the implications for them and their communities on
their daily practice, their disciplines and our business. These events
enable them to be ambassadors and conduits of the key learning
and messages when they return to their home business units.
The main home of the Group University is Les Fontaines, a specialized
Business Learning forum which organizes training and
seminars. Les Fontaines was opened in 2003, after an investment
of €96 million by the Group, thus testifying to the strategic importance
of training within the Capgemini Group. While Les Fontaines
remains the hub for the Group University, additional regional hubs
were opened in the United States and in India during 2006.
The University is structured into a number of schools aligned
to the business disciplines The Leadership Development School
and the Business Development School are transversal and open to
participants from all disciplines. The Consulting, Technology and
OS Schools are all aligned to their respective disciplines.
The role of the Leadership Development School is to create
our common leadership culture and to strengthen our leadership
community. At the heart of this school are learning programs that
help our up-and-coming and existing leadership drive change,
results and passion. Through action-orientated sessions dispensed
by specialists, with many opportunities to interact with top
management and practitioners, participants come away with
renewed understanding of the Group, and its priorities and individual
actions to bring both short and long term business results.
Collaborative Coaching, a program that was introduced two years
ago, has increased in attendance and popularity as the focus on
leadership and coaching has increased in the Group. 2006 has
seen the introduction of a new program – Emerging Leadership
– targeting the early career professionals with high potential.
The Business Development School supports the development
of our business development community and is a strong channel
for animating our sales force. The school ensures a fast roll out of
priority content training such as Rightshore or SOA.
The Consulting School trains our newly hired consultants in the
Group Consulting skills and methodologies. It provides training
on the main consulting practices, such as Customer Relationship
Management (CRM), Supply Chain, Finance and Employee Transformation
(FET) and Transformation Consulting as well as topics
such as Six Sigma. The Consulting School also provides sectorspecific
training to support our key sectors.
The Technology School equips our technology professionals with
the technologies, skills, tools and processes necessary for delivery
excellence. This school is the spearhead of our four in-house
certification programs designed for Engagement Managers, Architects,
Software Engineers and Networks Engineers. The programs
have been designed to support these roles, from apprentice to
master levels, and to allow our professionals to select their learning
solutions in line with their current business priorities, their
personal objectives and their career tracks. Participants have the
opportunity to connect with colleagues from across the Group.
Specialized learning programs have been designed, in partnership
with each of these communities, to bring participants permanently
up to standard through all phases of the certification process in
line with current technology trends.
A recent addition to the University Schools is the Outsourcing
School to support our Outsourcing (OS) business. The initial
programs are focused on the training and assessments required
to support Service Delivery Management Certification. The OS
School complements the existing offering and OS people attend
additional programs within the other Schools depending upon
the requirements of their roles. The OS School is set to grow in
2007 to meet additional OS business needs.
To support the focus on leadership development, in 2006 all
countries increased their participation in both local and global
programs. Some examples:
In the Netherlands, a new program called Fast Forward was
initiated, which focuses on accelerating leadership qualities in
young talent; this is a three-year program combining working
sessions, learning programs, stretch targets and coaching.
In India, the New Horizons program is designed to develop
four key leadership competencies: Business Acumen, Delivery
Excellence, Cross Cultural Competence and People Leadership;
at the end of the program, a select number of high performers are
put through the Executive Mentoring and Shadowing Program
with Global leaders.
In the UK’s Aspire business unit, two new programs for graduate
and junior management talent were added. This adds to the
Leadership Academy for identified executives with VP potential,
which was set up in 2005.
In Sweden, in addition to existing leadership development
programs, 6 leadership seminars were run around hot topics
such as motivation, managing virtual teams, living our values.
ANNUAL REPORT 2006 Capgemini
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