Barclays
Corporate
Barclays Corporate, under whose
umbrella the bank’s asset finance business falls, runs a two-year
graduate programme and also offers eight-week paid internships,
aimed at attracting potential employees straight from
university.
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Candidates are offered the chance
to work across a number of critical areas of the business, from
product development to marketing and corporate communications. This
year, about 120 graduate employees will be taken on, and about 50
interns.
All six distinct graduate
programmes follow the same basic structure, and consist of a number
of rotations across the two-year period. The company’s internships,
aimed at undergraduates, also include the possibility of being
offered a graduate placement.
Interns are asked to carry out real
roles over the course of their placements, and are given mentors to
support their training.
Focused on giving candidates
all-round knowledge of the business from the start, the schemes aim
to attract able graduates at an early stage and build up a ready
reservoir of talent.
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By GlobalDataBarclays Corporate also launched a
dedicated website for prospective graduates.
Candidates are also provided with advice on how to apply for the
graduate and summer internship schemes.
UniCredit
Investing in young talent is a
priority for UniCredit Leasing. About 100 employees under the age
of 40 are involved in development programmes, working in all
functions and in every country within UniCredit’s network. All are
aiming for roles in leadership.
Programmes available for employees
starting their careers at UniCredit include UniQuest, an
international development program for young people deemed to have
high potential. The scheme is aimed at ensuring there is constant
supply of young blood in the leadership pipeline.
UniCredit also offers a programme
known as talent management review, in which employees are directly
nominated by their managers to receive further development and
training.
Christina Anagnostopoulou, head of
human resources, says: “We provide them with special managerial and
technical training, and tailored development programmes, as well as
the chance to take part in visibility events and international
projects.
“Our objective is to identify,
develop and accelerate the career of the future company
leaders.
“Talent development is part of the managerial culture of
UniCredit, and it is an embedded and established company process
that guarantees a solid and international managerial pipeline for
key positions of the group.”
First Independent
Finance
Brokerage First Independent Finance has held the Investors
in People accreditation since 2002 and achieved gold status in
2009.
Aimed at encouraging employers to
offer the very best in service, professionalism and attitude
towards staff, to achieve the gold accreditation, companies must
meet or exceed 165 out of a possible 196 criteria.
Allan Ross, development team
managing director, said: “We got 192. The young people in the
business wanted to do it, so we created a team of four, all of whom
are under 40.
“Over 18 months, they ensured we
were able to prove we could pass all these standards. Where they
felt we were weaker they put in new procedures and structures.”
Investors in People was launched in
1991 by Michael Howard and is open to companies in the UK. It was
designed to be a business improvement tool and aims to help
businesses of all kinds develop performance through staff.
Criteria for attaining gold status
include being able to show how employees’ career prospects have
improved since joining, and that learning and development are
“everyday activities”.
Just 17 companies have been awarded this status in Scotland,
where FIF is based, and only 78 across the whole of the UK.
IBM Global
Financing
IBM Global Financing runs a talent
rotation programme for MBA graduates. Its focus is to developing
leadership skills, and the scheme is aimed at ensuring those taking
part are exposed to as much of the business as possible.
The three-year programme targets
graduates considered to have high potential, and places them in
four rotations of six months each across a variety of roles,
followed by a year in sales. Candidates are expected to develop
their skills through feedback, coaching, mentoring and taking on
various assignments.
Maxine Nwoye, 30, who joined the
programme in September 2008, says: “They are expected to embrace
the challenge, team across borders, engage and partner with other
staff at IBM.”
Successful candidates should then
emerge from the programme fully equipped to push the company
forward and to drive their own careers.
Nwoye started in commercial
financing operations in the UK following an MBA at Judge Business
School at the University of Cambridge. Her experiences on the
programme have included a stint at IGF’s centre of excellence in
Budapest and at IBM’s corporate headquarters in New York.
The company also offers a summer internship programme for those
who have not yet completed MBAs.
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