KPMG Suomi – Lifelong learning
KPMG invests globally in lifelong learning as part of our sustainability work.
The skills and competence of our people form the foundation of our business, and therefore continuous personnel development is important for us. We also support Finnish universities in many ways, and those young people who are transitioning from studies to working life.
Purpose
We aim to offer our people a workplace where they feel that they belong, and of which they can be proud. As it is also important for us that they can constantly learn and develop, we strive to offer diverse work assignments and training possibilities throughout their career paths.
KPMG’s investments in lifelong learning extend to the society around us. We support Finnish universities and young people on their journey from studies to working life.
Results
The KPMG Finland Group employs approximately 1,500 people, all of whom are directly affected by our emphasis on lifelong learning. Every year, we also employ about 200 trainees for different positions. In addition, many university students are indirectly impacted through various collaboration projects and guest lectures given by our people.
Implementation
We provide our employees with diverse opportunities for growth. They include training programs and learning solutions that support the development of individuals, teams and our organization. In addition, we strive to create diverse career paths that build on individual strengths and motivations.
KPMG Finland’s competence development culture has also been reformed to support today’s changing operating environment. At its heart is the setting, documenting and updating of competence development goals during the financial year, regular team-to-supervisor discussions, and proactive solicitation of feedback. Our operating model aims to support comprehensive and continual competence development, as well as to clarify the purpose of work on an individual level.
We support personnel development by, for example, regular conversations between team members and Performance Managers, the setting and updating of focused and stretch goals throughout the fiscal year, the seeking and sharing of feedback on a regular basis, and end-of-year reviews.
We collaborate extensively with universities such as the Aalto Business School, Hanken and Haaga-Helia. We also support Aalto University’s Professor of Practice for the Information Networks degree program and numerous student organizations. Through our extensive trainee and recruitment programs we offer trainee positions to highly educated young people and help them to find their individual career paths.
Commitment to advancing on-the-job learning through varied methods within the organization can improve employee satisfaction and ensures that competencies needed currently and, in the future, can be developed systematically. Supporting educational institutions and young talent when they transition to working life provides new opportunities to the individuals involved and continual competence renewal to the organization.
With lifelong learning the impact is two fold. The one is on the individual level, and on that the impact can be very high. It is both rewarding and challenging for the employer to be seen as an individual that the company sees as a valuable member and offers the paths and support to grow. The other impact is on societal and also possible economical and environmental level. These impacts depend on what is the content and context of the education and learning. If it broadens the perspectives and helps be more humane, it can have an enormous impact.
Responses