Give young, emerging talent a strong kick-start and challenge them to get the best out of themselves. Help them make the most of their talents, so that in time they can take on key positions within your organisation.
Case
Tata Steel
trainee programme
Our trainee programmes are always custom-made
Dynamic and interactive interventions
ISO 9001 quality management system
Custom programmes since 2008
Our own training location
Personal and fully supportive approach
the question
Setting up a trainee programme
Tata Steel is the second-largest steel producer in Europe. The group produces 18 million tonnes of steel and employs around 35,000 people.
The Talent Managers at Tata Steel were looking for an answer to the question: “What do you need as a starting trainee within Tata Steel to make a successful contribution to the company and achieve results?” One success factor is about the impact you make as a person within the organisation. Ludens Talentontwikkeling was asked to set up a development programme that contributes to the personal development of Tata Steel trainees.
For several years now, Ludens has been delivering the six-month Personal Development Programme as part of Tata Steel’s two-year trainee programme. The intensive and inspiring programme consists of four modules in which trainees develop broadly in the areas of communication, self-awareness, leadership and feedback.
Our ongoing challenge is to combine depth and working at identity level with practical skills for day-to-day work. In doing so, we aim to live up to our name Ludens and give the playing human being all the space they need.
Choosing themselves and Tata Steel
Reflecting on their own behaviour and its effect on others
The programme invites trainees to reflect on who they are, what they can do and what they want. Through Ludens’ programme, trainees develop strong reflective abilities, which, together with other factors, make it easier for them to make a choice: for themselves and for Tata Steel. Ludens helps trainees turn their gaze towards themselves rather than towards others. As a result, they learn to reflect on their own behaviour and the effect it has on others. This enables them to consciously exert a positive influence on the organisational culture.
For many trainees, it is their first job. It is important that they first land within the organisation and become familiar with the environment. For that reason, we made a very deliberate adjustment and decided to start the programme only after trainees have been employed by Tata Steel for 6 to 9 months.
Now trainees come to the training with practical questions from their work practice, allowing us to connect their learning question to the development of their personal leadership. Ultimately, this increases the return on the development programme.
“The entire programme has made a strong contribution to my self-awareness, self-acceptance and self-confidence. I know myself better now, increasingly accept myself as I am, feel more convinced of my talents and dare to show myself.”
– Henk de Vries, Tata Steel trainee
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