Introduction
At Linde we know that the key to our continued success lies in our ability to attract and retain talented people. We also know that providing opportunities for personal development and growth is crucial to employee job satisfaction. That is why we are one hundred percent committed to developing the full potential of every employee.
Our business is constantly changing which means that we have an increasing emphasis on employee flexibility, adaptability and drive for innovation. Embracing change often means acquiring new knowledge, developing new skills, and adapting behaviours. We aim to ensure that every employee has access to the personal and professional development opportunities they need, to keep pace with today’s business challenges.
We encourage everyone to take ownership for their own learning, however, we are also constantly looking at new ways to support the development of our people.
You will be encouraged to complete an Individual Development Plan (IDP) with the support of line manager. This focuses on the skills and capability development you will need for your current job and future roles. We believe that success is not just about what people do, but how they do it. BOC values and behaviours underpin everything we do and are described in the ACTS Cultural Pillars or principles, which are directly linked to our 10 ACTS Behavioural Competencies (ABCs). Your Individual Development Plan will be developed in line with ACTS and the ABCs. Using your Individual Development Plan as a guide, it will then be down to you, with the support of your manager, to make the most of the development opportunities available.
We aim to ensure equitable access to our development opportunities, recognising the diverse needs of all our employees. We offer a wide range of specialist and generalist learning opportunities designed to help you to develop your unique abilities to the full. From safety procedures, to time management, from sales to customer service skills, from IT skills to leadership development, we aim to ensure you have access to the learning resources you need. Development may be on-the job, through coaching, mentoring, or more formal training. It may involve using distance learning tools or attendance at more traditional classroom based workshops. You may also wish to take advantage of our Self Development Support Scheme, providing financial assistance and study leave provisions for employees seeking formal qualifications or accreditation through external professional bodies.
Whatever learning you undertake, we will ensure that your progress, performance and development is regularly monitored and formally reviewed at least once a year through an appraisal with your manager. You will also have access to 360 feedback tools to support this process.
We also seek to support our most talented employees and those with specialist skills or experience. Our Organisation Management Review process (OMR) supports these employees in achieving personal excellence and ensures the organisation has the right talent to deliver our business strategies.
We are a large, global organisation with lots of opportunity for career progression. You will be encouraged to share your career aspirations with your manager and to take responsibility for your own career development. You will need to find out what others think about your abilities and potential and to make the most of the development opportunities on offer.
We see your personal and career development as a continuous and two way process. We are committed to supporting you in every way possible to achieve your full potential …. the rest is down to you!
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Individual Development Plan - The IDP is the agreed output of a discussion between an individual and his/her line manager. It captures an employee’s strengths and development needs, including the required development actions to ensure proficiency in their current role and to better position them for future roles. The IDP is generally reviewed at least once a year. Each individual should take responsibility for generating the IDP, getting line manager input and sign-off as well as enacting his/her IDP.
ACTS Cultural pillars – underpins everything we do at BOC ; the way we behave, the way we speak, the things we praise, the things we reward, the people we hire, the people we promote, the procedures we implement. The ACTS Cultural pillars are Accountability – People know what they are accountable ofr and are empowered to deliver; Collaboration – we maximise our achievements as a group not as individuals; Transparency – we believe that visible problems can be solved and that informed people can make better decisions; and Stretch – we continuously push the boundaries of performance.
10 ACTS Behavioural Competencies – the 10 behavioural competencies linked to the ACTS Cultural pillars are:
ACTS ACTS Behavioural Competencies
Accountability Strategy Development
Performance through People
Collaboration Partnership building
Influencing
Customer Intimacy
Transparency Information Sharing
Visible Leadership
Stretch Growth Drive
Capability Development
Change Leadership