Realex Payments is a company that works hard to hire smart, talented people who love what they do and they pride themselves on working even harder to nurture that talent.
The company has just been awarded the Irish Software Association’s Excellence in Talent Development Award for 2014 for the innovative things it’s doing to develop it’s people.
Ingrid Wallace is Realex’s Organisation Development Project Manager. She told told us more about how the company works to develop the careers of the people they hire.
1. Mapping a Learning Journey
Every role at Realex has a learning roadmap; a programme of internal and external, formal and informal learning activities. These roadmaps are created by our own internal experts who pinpoint the critical capabilities and skillsets required now, and in the future for the role.
Individuals can work with their manager and our Organisation Development team to customise the learning roadmap to meet their needs. All internal learning activity is delivered through our Realex Academy learning programme.
2. Expanding Focus
Yes, the technical expertise specific to roles is fundamental. However, exceptional performance requires more than a narrow field of expertise. Our IT and Sales graduate programmes, for example, kick off with a dedicated development programme, incorporating technical and professional training, dedicated learning time, mentoring and certification; all designed to enable our grads to develop best in class technical and sales skills respectively.
Understanding the bigger picture is just as critical to success however. This is why everyone at Realex, from developers to marketeers to accountants, kicks off their Realex learning journey by doing an in-depth learning programme on our industry, strategy, products and technical infrastructure. We nurture this passion and expertise for the bigger picture in all of our learning activities.
3. Checking In Frequently With Learning Plans
Most companies will talk to you about development in an annual performance review. For us, a once yearly conversation about development is not frequent enough. Things change. You change. That’s why we do quarterly feedback and development planning conversations to ensure regular discussions between people and their managers about learning and career development.
We use these quarterly performance reviews as a chance to reflect on our five company values and how we can more closely live these values. We also use these conversations to discuss your future development and the career paths open to you.
4. Developing Leadership Skills
Leaders have a big impact on the engagement and performance of the people that work with them. This is why exceptional people managers are prized in organisations, and leadership capabilities are a highly valuable asset for you. Those who are moving towards management and leadership roles in Realex Payments participate in our highly tailored management development programme, Leadership 4 Scale.
Leadership 4 Scale is a 9 month Leadership Development programme, developed in partnership with the Irish Management Institute (IMI), which includes learning workshops, psychometric assessment, one-to-one executive coaching, master-classes from internal and external subject matter experts and a ‘Strategic Challenge’ requiring participants to develop a real-time commercial opportunity. Participants in these programmes emerge equipped with the capabilities to lead and deliver on our strategic goals.
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