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Graduate Program follows ES Graduate & Early Career

How to use the Graduate Development Plan


"Cover" and ''Timeline'' Sheet

"Onboarding" Sheet

"Professional Skills Assessment and Results" Sheet

"Professional Skills Learning Solutions" Sheet

"Role-Specific Learning Solutions" Sheet

"Workday" sheet

Document Storage

Graduate Program follows ES Graduate & Early Career Developm

How to use the Graduate Development Plan

"Cover" and ''Timeline'' Sheet


> Fill in the relevant names, start and planned program end dates to personalise the Graduate Develo
> You can personalise the Graduate Development Plan by adding a picture
> Enter the planned dates for the applicable meetings (change if actual meeting date is different)
> Kindly note that it is expected that you and your Manager conduct short Development and Progress
months. The purpose of these meetings is to review the development activities, completion progress a
During the 6-monthly Overall Performance Review sessions it is expected for you to review and update
more
details
see the is
guidelines
in put
sheet
"Workday".
> Once
the meeting
completed
"Yes"
in the fields in columns N and column O.

"Onboarding" Sheet
> This sheet lists key onboarding learning courses and development activities that must be completed

"Professional Skills Assessment and Results" Sheet


> There are 10 Business and Professional Skills, which every employee need to master in order to be
a contemporary business world. Use the Assessment to identify your strengths and areas for developm
Competencies.
> Once you have completed the Employee column of the Assessment, you will see your results. Meet
your Results, to receive feedback and discuss your Development Plan.

"Professional Skills Learning Solutions" Sheet


> Competency based education is most effective because it enables graduates and early career emp
and behaviors that are critical for being successful in a corporate environment. The ES Graduate & Ea
Curriculum lists the paths and courses for developing key professional competencies.

> Complete the Assessment, and review your Results with you manager before creating your persona
> Read the instructions how to create your Learning Plan. And remember some of the embedded dee
therefore use the url to the ES Graduate & Early Career Curriculum in Grow@hp. The curriculum consi
corresponding to the 10 professional skills.
"Role-Specific Learning Solutions" Sheet
> In the sheet are listed training which are specially selected for the Career Track.

"Workday" sheet
> In this sheet guidelines are provided about the performance activities that have to be conducted an
used.
> The performance management process has a high importance for your future professional and care
your Manager you should ensure that all performance related activities are completed within the expe

Document Storage
The Graduate Development Plan should be regularly updated by the Graduate prior or during the mee
In alignment with existing data privacy requirements we recommend the Graduate Development Plan
Graduate's and/or Manager's computer.

Graduate Program
A record of your development plans,
development achievements and performance
during your HP Graduate Program
For:
<Graduates Name>

Manager
<Managers Name>

Immediate Supervisor (if different than the manager)


< Immediate Supervisor's Name >

Planned Start Date (MM/YY)

Planned Graduation Date* (MM/YY)

e manager)

Insert Photo Here

Timeline
Activity

Kickoff meeting
Development and Performance
Progress Meeting (3m)
Development and Performance
Progress Meeting (6m)
Overall Performance Review Session
(6m)
Development and Performance
Progress Meeting (9m)
Development and Performance
Progress Meeting (12m)
Annual Review Session (12 m)
Development and Performance
Progress Meeting (15m)
Development and Performance
Progress Meeting (18m)
Overall Performance Review Session
(18m)
Development and Performance
Progress Meeting (21m)
Development and Performance
Progress Meeting (24m)
Annual Review Session (24m, if
applicable)
Graduation Details

Date

Mark Complete:
Staff
Manager/Immediate
Supervisor

Mark
Complete:
Graduate

Career Track: Business Consulting

Development Area

Hewlett Packard Onboarding

HP Company Onboarding:
Know Your Company
HP Company Onboarding:
Know Your Company

HP Company Onboarding:
Know Your Company

HP Company Onboarding:
Know Your Company
HP Company Onboarding:
Know your business
HP Company Onboarding:
Know Your Company
HP Company Onboarding:
Know Your Company
HP Company Onboarding:
Know Your Company
HP Company Onboarding:
Know Your Company
HP Company Onboarding:
Know Your Company
HP Company Onboarding:
Know Your Company
HP Company Onboarding:
Know Your Company
HP Company Onboarding:
Know Your Company
HP Company Onboarding:
Know Your Company
HP Company Onboarding:
Know Your Company
HP Company Onboarding:
Know your business
HP Company Onboarding:
Know your business
HP Company Onboarding:
Know your business
HP Company Onboarding:
Know your business

HP Company Onboarding:
Know your business
HP Company Onboarding:
Know your business
HP Company Onboarding:
Know your business
Project&Program
Management Career track

HP Company Onboarding
Project&Program
Management Career track
MS OFFICE

ck: Business Consulting

Training Name/Link

kard Onboarding

Graduate New Employee Onboarding


Day 1 Activities

Week 1 Activities

Week 1 Learning
Enterprise Services Onboarding site
Navigating the HP Portal - Course ID 00104405
Navigating Virtual Rooms - Participant Course ID 00116043
Navigating the Global and Virtual Workplace - Course ID 00109577
Navigating Social Networks - Course ID 00116047
Building Your Career at Hp - Course ID 00760571
Standards of Business Conduct Training - Course ID 00089119
Global Trade Export Awareness - Course ID 14860
Global Trade - Customs Awareness - Course ID 14861
Cyber Security Phishing Awareness - Course ID 00679396
Customer Experience & NPS All-Employee Course
Welcome to HP Enterprise Services - Course ID: 00112960
Welcome to Infrastructure Technology Outsourcing (ITO) - Course ID 00209538
HPU ES Onboarding
HP Enterprise Services Introduction to Quality - Course ID 00097822

Enterprise Services Strategy


ES Market and Competitive Intelligence Center
What We Sell - HP Portfolio
Register to SkillPort Project Management Knowledge centre

Enroll
Mentoring
& Coaching Programme
ReviewinPPM
Academy
Review Project Management Knowledge Center/ select Learning
Roadmaps
Close any gaps in MS 2010 (Excel, Word, Powerpoint)

Additional Information

Course ID Duration Hrs Priority

1 Month

56.12
You will be invited to this training.
Training hours will depend on
format of training. 3 Days - 24
hours - Kickstart - 80 hours - and
Virtual Training - 20 hours
Complete Day 1 activities listed in
the page
Review Week1 Checklist and
complete the activities;
Review the available dates for the
next Welcome call and book your
attendance.
Review and complete the
activities listed in Week 1
Learning:
Who we are;
How we work;
Make it matter
Review and bookmark the
website in your favorites

24

Mandatory

Mandatory

Mandatory

6.5

Mandatory

Mandatory

WBT

00104405

0.30

Optional

WBT

00116043

0.30

Optional

WBT

00109577

0.30

Optional

WBT

00116047

0.30

Optional

WBT

00760571

0.50

Optional

WBT

00089119

Mandatory

WBT

14860

Mandatory

WBT

14861

Mandatory

WBT

00679396

0.17

Mandatory

WBT

00871322

0.25

Mandatory

WBT

00112960

Optional

WBT

00209538

Optional

Webpage

N/A

Optional

WBT

00097822

Optional

Webpage

N/A

Optional

Webpage

N/A

Optional

Webpage

N/A

Optional

0.50

Optional

Project management knowledge centreN/A

N/A
0.50
Optional
x
http://ent172.sharepoint.hp.com/teams/enterpriseservicesemeappm/ppmmentoring/default.aspx
Learning Roadmap - New to Project Management
N/A
Grow@HP or Skillport

0.50

Optional
Optional

x
x

2 - 10
Months

10 - 24
Months

Professional Skills Assessment

Complete this Assessment to identify your strengths and areas for developme
Competencies:

1) In each of the behavior rows, click on the cell in the Employee column.
2) Click on the drop-down arrow.
3) Rate yourself on a scale of 1 to 5, using the Rating Scale. You can also select NA (Not Applicable). The
automatically.
4) Review your results on the Results worksheet.
Once you completed the Employee column of the Assessment, meet with your manager to re
receive feedback. Priortise your development needs and create a realistic Development Plan

Professional Skills Assessment


Rating Scale:

Strength to Leverage - 5
Solid - 4
Opportunity for Growth Development Need - 2
Strong Development Need
1
Not Applicable - NA

No.

Professional Competencies

Employee

Competency 1. Effective Business Communication


1

4
5

6
7

appropriately uses HP communication vehicles (e.g., scheduled


meetings, virtual check-ins) to ensure stakeholder or team
alignment with business goals, challenges, projects, new
business and leadership changes
applies relevant communication style, language and business
etiquette during presentations, written & oral communication to
suit an audience of cultural and linguistic diversity so that a
message
is delivered
professionally
received
understands
the challenges
involvedand
with
remote favorably.
management
and works effectively in remotely managed, virtual team
environments and demonstrates cultural awareness and
environmental tolerance when managing virtual and/ or remote
meetings.
consistently demonstrates reliability and adaptability in meeting
the challenges of working within global time zones and having a
strong work ethic in making oneself available to team members
and customers to satisfy the business needs.
demonstrates negotiating and influencing skills to persuade others
Competency 2. Change Management
builds understanding of effective change management concepts
and processes
aligns and leverages organizational systems needed to achieve
major change initiatives

8
9
10

11
12
13

14
15

16

19
20
21

25
26
27
28
29

32

33
34

demonstrates the ability to inspire, and energize others to


embrace change as an opportunity, not an obstacle
demonstrates openness toward change, understands the change
needed, and embrace the change as an opportunity, not an
obstacle
acts as a change agent for organizational change initiatives
Competency 3. Project Management
effectively organizes and manages program/project work (e.g.,
scope control, time/cost management, establishment of
standards/requirements, communication, resource
identification/procurement)
values a methodical, well-planned approach to prioritizing,
implementing, tracking, and communicating program/project
work
applies systems concepts and strategies to clarify tasks, set
clear milestones and deliverables, and ensure precise
communications
reconfigures project components as needed to better manage
tasks and resources, and maintains clarity of purpose even
under trying situations (e.g., tasks, timelines, resource
allocation)
Resolves issues in a way that maintains project progress,
solution quality, and stakeholder support
Understands how changing requirements and unintended
consequences impact project success, and builds contingencies
to manage these factors
Presentation
skillsto get the key
presents information 4.
clearly
and effectively
message across the different audiences ( senior managers,
customers, high-level contacts, international or multicultural
audiences)
applies best practices for designing, developing and delivering
compelling virtual and live presentation
applies influencing and persuasion techniques to ensure positive
results
5. Innovation and Creativity
applies knowledge of the internal and external environment to
recommend innovations that create value
challenges the current state and proactively identifies
opportunities to innovate
readily adopts new ideas and encourages others to do the same
delivers innovative solutions that add customer value
thinks out-of-the box
6. Business & Financial Acumen
understands what it takes to manage a business and uses these
insights to gain better understanding of the organization
supported
applies basic financial accounting concepts, principles, and data
to business decision making cost ledgers, balance sheets,
revenue projections, etc.
applies financial models to create value propositions using client
data (e.g., profitability ratios, operating ratios, leverage ratios)

37

accurately interprets standard contracts and their components -basic terms & conditions, exemptions or clauses, boilerplate
agreements
accesses and engages business, financial or legal specialists as
required to facilitate planning and decision-making
7. Emotional Intelligence
builds self-awareness through understanding, managing, and
expressing ones emotions in positive ways to relieve stress,
communicate effectively, empathize with others, overcome
challenges, and defuse conflict.

38

develops and maintains good relationships, inspires and


influences others, works well in a team, and manages conflicts.

39

understands the emotions, needs, and concerns of other people,


picks up on emotional cues, feels comfortable socially, and
recognizes the power dynamics in a group or organization.

35
36

46

controls one's own impulsive feelings and behaviors in a healthy


way, takes initiative, follows through on commitments, and
adapts to changing circumstances
8. Personal Effectiveness
accurately sizes the time required to accomplish tasks
keeps scheduled appointments
effectively and efficiently organizes and prioritizes tasks
differentiating the tactical from the strategic
keeps other stakeholders updated in a timely manner on
progress with tasks
9. Consulting and focusing on customers
consults with customers by articulating their problems,
identifying issues and advising on alternatives
recommends solutions that respond to stated requirements.
Uses active listening skills to probe for specific requirements and
to identify challenges and potential problems

47

proactively provides information to the customer by


understanding what the customer might want/need even if they
don't ask for it. Thinks ahead and adds information based on
what else the customer may need to do to solve the issue.

40
41
42
43
44

45

48
49

50

51
52
53

prepares thoroughly for all engagements, demonstrating


sensitivity to the use of client time and attention
builds credibility and trust by putting the customers best
interests first and consistently delivering on commitments
understands approaches to guide effective and timely decision
making including: decision planning, establishing objectives and
evaluating alternatives
understands the impact of proper expectation setting on
customer satisfaction and effectively manages client's
expectation over the course of a project
10. Problem
& Solving
applies a systematic
approachAnalysis
to problem
analysis and problem
solving
recognizes, defines, and resolves problems

54
55
56
57

uses problem-related information to assess the impact on plans,


milestones, and schedules
synthesizes the insights of colleagues, management, and other
resources to understand the dimensions of a proposed solution
identifies and critically analyzes solution alternatives before taking action
ensures timely decision making by applying rational, experiencebased judgment when comprehensive information is lacking

as for development in Professional

A (Not Applicable). The averages are calculated

your manager to review your Results and


c Development Plan.

Professional Skills Assessment Results


Rating Scale:

rength to Leverage - 5
Solid - 4
portunity for Growth - 3
evelopment Need - 2
ong Development Need 1
Not Applicable - NA

Effective Business Communication


Change Management

Average

Manager EmployeeManager
0.0

Project Management
Presentation skills

0.0
Innovation and Creativity
Business & Financial Acumen
Emotional Intelligence
Personal Effectiveness
Consulting and focusing on customers
Problem Analysis & Solving
0
Manager

0.0

0.0

Employee

Chart Information

This bar chart shows the average rating for each Comp
If an entire competency is rated Not Applicable, its rating dis

If the rating for a competency is 3.0 or less, review the Learning So


create your personal Development Plan.

This bar chart shows the average rating for each Comp
If an entire competency is rated Not Applicable, its rating dis

If the rating for a competency is 3.0 or less, review the Learning So


create your personal Development Plan.
Rating Scale:
0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

5 = Strength to Leverage
4 = Solid
3 = Opportunity for Growth
2 = Development Need
1 = Strong Development Need

0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

ssessment Results

Employee

rmation

rating for each Competency.


pplicable, its rating displays as 0.0.

eview the Learning Solutions worksheet to


Development Plan.

cale:

o Leverage
olid
y for Growth
ment Need
opment Need

Professional Skills Learning Solutions


Learning Solutions

Complete the Assessment, and review your Results before creating your personal Develo
1. Click in the blue cell in the Select column of all Professional Competencies. Click the drop-down
average rating of 3 or less.
2. Review the list of learning solutions for your selected Professional Competencies. Click the cell in t
3. Select: Yes for learning solutions that you want to include in your Development Plan.
Maybe for courses that you want to consider, investigate further, or discuss with your m
Plan.
No for courses that you do not want to include. You can also hide these rows in the sprea
NA for courses that are not applicable. You can also hide these rows in the spreadsheet.
4. Enter a target completion date for each selected learning solution (this is your Development Pl
5. When you have completed a learning solution, enter the completion date.
6. Some of the embedded deep links might not work, therefore use the url to ES Graduat
curriculum consists of 10 learning paths corresponding to the 10 professional skills.

ES Graduate & Early Career Curriculu


Grow@hp

HP Skillport

Learning Solution

Competency 1. Effective Business Commun

Competency Description:
appropriately uses HP communication vehicles (e.g., scheduled meetings, virtual check-ins) to ensure stakeho
alignment with business goals, challenges, projects, new business and leadership changes
applies relevant communication style, language and business etiquette during presentations, written & oral co
suit an audience of cultural and linguistic diversity so that a message is delivered professionally and received fa
understands the challenges involved with remote management and works effectively in remotely managed, v
environments and demonstrates cultural awareness and environmental tolerance when managing virtual and/ o
meetings.
consistently demonstrates reliability and adaptability in meeting the challenges of working within global time
a strong work ethic in making oneself available to team members and customers to satisfy the business needs.

Link to Grow@hp
Link to Grow

Link to SkillPort

Link to Grow
Link to Grow
Link to Grow

Link to Grow
Link to Grow

Link to SkillPort
Link to SkillPort

Link to Grow

n/a

Link to Grow

n/a

Link to Grow

n/a

Link to Grow@hp

n/a

The Art of Global Communication


Dealing with Common Meeting Problems
(comm_32_a03_bs_enus)
Communicating with your Audience - From
Campus to Corporate
Interpersonal Communication: Targeting Your
Message
Communicating Across Cultures
Working with meetings in Outlook
Microsoft 2010: Getting started with Lync
Improving Communication in Cross-Cultural
Relationships
Strategies for Communicating with Tact and
Diplomacy
Virtual Teams (Harvard ManageMentor11)
Techniques for Communicating Effectively with
Senior Executives

Competency 2: Change Managemen

Competency Description:
builds understanding of effective change management concepts and processes
aligns and leverages organizational systems needed to achieve major change initiatives
demonstrates the ability to inspire, and energize others to embrace change as an opportunity, not an obstacle
demonstrates openness toward change, understands the change needed, and embrace the change as an opp
obstacle
acts as a change agent for organizational change initiatives

Link to Grow

Link to SkillPort

Link to Grow
Link to Grow

Link to SkillPort
n/a

Link to Grow

Link to SkillPort

Link to Grow

n/a

Link to Grow

n/a

Link to Grow

n/a

Understanding Organizational Change


Understanding Organizational Power and Politics
Handling Organizational Change Simulation
(PD003A)
Business Interpersonal Communication Skills:
Resolving Conflict with Communication Skills
(comm_02_a06_bs_enus)
Back To Basics - Change Management
Managing Organizational Change: Managing
Change: Building Positive Support for Change English (mgmt_13_a02_bs_enus)
Change Management (Harvard
ManageMentor11)

Competency 3. Project Management

Competency Description:
effectively organizes and manages program/project work (e.g., scope control, time/cost management, establis
standards/requirements, communication, resource identification/procurement)
values a methodical, well-planned approach to prioritizing, implementing, tracking, and communicating progr
applies systems concepts and strategies to clarify tasks, set clear milestones and deliverables, and ensure pre
communications
reconfigures project components as needed to better manage tasks and resources, and maintains clarity of pu
trying situations (e.g., tasks, timelines, resource allocation)
resolves issues in a way that maintains project progress, solution quality, and stakeholder support
understands how changing requirements and unintended consequences impact project success, and builds co
manage these factors

Link
Link
Link
Link

to
to
to
to

Grow
Grow
Grow
Grow

Link to Grow
Link to Grow
Link to Grow

Link
Link
Link
Link

to
to
to
to

SkillPort
SkillPort
SkillPort
SkillPort

Initiating and Planning a Project


Project Management Fundamentals WEB
Managing a Project
Troubleshooting and Closing the Project
Plan and Manage Project Communications
Link to SkillPort
(PMBOK Guide Fifth Edition)
Developing and Controlling the Project Schedule
Link to SkillPort
(PMBOK Guide Fifth Edition)
Direct, Monitor, and Control Project Work
Link to SkillPort
(PMBOK Guide Fifth Edition)

Competency 4: Presentation skills

Competency Description:
presents information clearly and effectively to get the key message across the different audiences ( senior ma
customers, high-level contacts, international or multicultural audiences)
applies best practices for designing, developing and delivering compelling virtual and live presentation
applies influencing and persuasion techniques to ensure

Link to Grow

Link to SkillPort

Link to Grow

Link to SkillPort

Link to Grow

Link to SkillPort

Link to Grow

Link to SkillPort

Link to Grow

Link to SkillPort

Basic Presentation Skills: Delivering a


Presentation (comm_33_a03_bs_enus)
Basic Presentation Skills: Creating a
Presentation (comm_33_a02_bs_enus)
Basic Presentation Skills: Planning a
Presentation (comm_33_a01_bs_enus),
Interpersonal Communication: Targeting Your
Message
Communicating Across Cultures

Link to Grow

Link to SkillPort

Link to Grow

Link to SkillPort

Getting Results without Direct Authority:


Persuasive Communication
Getting Results without Direct Authority:
Influencing Your Boss (comm_27_a04_bs_enus)

Competency 5: Innovation and Creativ


Competency Description:
applies knowledge of the internal and external environment to recommend innovations that create value
challenges the current state and proactively identifies opportunities to innovate
readily adopts new ideas and encourages others to do the same
delivers innovative solutions that add customer value
thinks out-of-the box results

Link to Grow

Link to SkillPort

Link to Grow
Link to Grow

Link to Grow
Link to SkillPort
Link to SkillPort

Link to Grow

Generating Creative and Innovative Ideas:


Enhancing Your Creativity
Innovation and Creativity (Harvard
ManageMentor11)
Understanding Organizational Power and Politics
Using Strategic Thinking Skills

Competency 6: Business & Financial Acu


Competency Description:
understands what it takes to manage a business and uses these insights to gain better understanding of the o
supported
applies basic financial accounting concepts, principles, and data to business decision making cost ledgers, b
revenue projections, etc.
applies financial models to create value propositions using client data (e.g., profitability ratios, operating ratio
accurately interprets standard contracts and their components -- basic terms & conditions, exemptions or clau
agreements
Link
accesses
and engages business,
or legal specialists
required ManageMentor11)
to facilitate planning and decision-m
to Grow@hp
n/a financialFinance
Essentialsas
(Harvard
Link to Grow@hp Link to HP Skillport
Link to Grow@hp Link to HP Skillport
Link to Grow@hp Link to HP Skillport
Link to Grow@hp Link to HP Skillport

Link to Grow@hp

The Principles of Accounting and Finance for


Non-financial Professionals
Cash Flow Management Essentials for Nonfinancial Professionals
The Time Value of Money and Investment
Decisions for Non-financial Professionals
Essentials of Budgeting for Non-financial
Professionals

n/a

Client Driven Sales Methodology


Financial Statements for Non-financial
Link to Grow@hp Link to HP Skillport
Professionals
Analyzing Financial Statements for Non-financial
Link to Grow@hp Link to HP Skillport
Professionals

Competency 7: Emotional Intelligenc

Competency Description:
builds self-awareness through understanding, managing, and expressing ones emotions in positive ways to re
communicate effectively, empathize with others, overcome challenges, and defuse conflict.
develops and maintains good relationships, inspires and influences others, works well in a team, and manage
understands the emotions, needs, and concerns of other people, picks up on emotional cues, feels comfortabl
recognizes the power dynamics in a group or organization.
controls one's own impulsive feelings and behaviors in a healthy way, takes initiative, follows through on com
adapts to changing circumstances

Link to Grow

Link to SkillPort

Link to Grow

Link to SkillPort

Link to Grow

Link to SkillPort

Link to Grow

Link to SkillPort

Developing the Right Attitude for Performing


under Pressure
Emotional Intelligence in the Workplace
Improving Your Emotional Intelligence Skills:
Self-awareness and Self-management
What is Emotional Intelligence?

Link to Grow

n/a

Link to Grow

Link to SkillPort

Link to Grow

Link to SkillPort

Emotional Intelligence at Work: Emotional


Intelligence at Work Simulation (COMM009A)
Emotional Intelligence at Work: Increasing
Emotional Intelligence (comm_09_a04_bs_enus)
Using Emotional Intelligence on the Job

Competency 8:Personal Effectivenes


Competency Description:
accurately sizes the time required to accomplish tasks
keeps scheduled appointments
effectively and efficiently organizes and prioritizes tasks differentiating the tactical from the strategic
keeps other stakeholders updated in a timely manner on progress with tasks

Link to Grow

Link to SkillPort

Link to Grow

Link to SkillPort

Link to Grow

Link to SkillPort

Link to Grow

Link to SkillPort

Link to Grow@hp

n/a

Link to Grow

Link to SkillPort

Link to Grow@hp Link to SkillPort


Link to Grow

Link to SkillPort

Link to Grow

Link to SkillPort

Link to Grow

Link to SkillPort

Link to Grow

n/a

Campus to Corporate: Developing a Professional


Image
Effective Time Management: Analyzing Your Use
of Time (pd_11_a01_bs_enus)
Effective Time Management: Avoiding Time
Stealers (pd_11_a03_bs_enus)
Effective Time Management: Planning and
Prioritizing Your Time (pd_11_a02_bs_enus)
Elements of a Cohesive Team
Fundamentals of Organizational Behavior for the
Individual
Optimizing Your Performance on a Team: Being
an Effective Team Member - English
(team_02_a01_bs_enus)
Personal Productivity: Self-organization and
Overcoming Procrastination
Professionalism, Business Etiquette, and
Personal Accountability
Forming Peer Relationships and Alliances at
Work (pd_17_a03_bs_enus)
HP's CQ - Delivering Team Effectiveness through
Cultural Competence

Competency 9: Consulting and focusing on c

Competency Description:
consults with customers by articulating their problems, identifying issues and advising on alternatives
recommends solutions that respond to stated requirements. Uses active listening skills to probe for specific re
to identify challenges and potential problems
proactively provides information to the customer by understanding what the customer might want/need even
for it. Thinks ahead and adds information based on what else the customer may need to do to solve the issue.
prepares thoroughly for all engagements, demonstrating sensitivity to the use of client time and attention
builds credibility and trust by putting the customers best interests first and consistently delivering on commit
understands approaches to guide effective and timely decision making including: decision planning, establish
evaluating alternatives
understands the impact of proper expectation setting on customer satisfaction and effectively manages client
over the course of a project

Link to Grow@hp

n/a

Link to Grow

Link to SkillPort

Link to Grow@hp

Link to SkillPort

Link to Grow@hp

Link to SkillPort

Link to Grow@hp

Link to SkillPort

Customer Experience and Net Promoter Score


Customer Advocacy: Enhancing the Customer
Experience
Effective Relationships with Customers
Interpersonal Communication: Listening
Essentials
Customer Advocacy: Enhancing the Customer
Experience

Link to Grow@hp

n/a

Link to Grow@hp

Link to SkillPort

Link to Grow@hp

Link to SkillPort

Link to Grow@hp

n/a

Identifying Your Customers' Expectations


Identifying and Managing Customer
Expectations (cust_10_a01_bs_enus)
Customer-driven Process Improvement: Basic
Framework
The Client-Consultant Relationship

Competency 10: Problem Analysis & Sol

Competency Description:
applies a systematic approach to problem analysis and problem solving
recognizes, defines, and resolves problems
uses problem-related information to assess the impact on plans, milestones, and schedules
synthesizes the insights of colleagues, management, and other resources to understand the dimensions of a p
identifies and critically analyzes solution alternatives before taking action
ensures timely decision making by applying rational, experience-based judgment when comprehensive inform

Link to Grow@hp Link to HP Skillport


Link to Grow@hp
n/a
Link to Grow@hp Link to HP Skillport
Link to Grow@hp Link to HP Skillport
Link to Grow@hp Link to HP Skillport
Link to Grow@hp Link to HP Skillport
Link to Grow

Link to HP Skillport

Link to Grow@hp Link to HP Skillport


Link to Grow@hp Link to HP Skillport
Link to Grow

Link to HP Skillport

Using Strategic Thinking Skills


Decision Making (Harvard ManageMentor11)
Problem Solving: The Fundamentals
Problem Solving: Determining and Building Your
Strengths
Decision Making: The Fundamentals
Decision Making: Tools and Techniques
Problem Solving and Decision Making
Strategies: Decision Making: The Fundamentals
- English (pd_12_a04_bs_enus), #00274313
Problem Solving: Determining and Building Your
Strengths
Problem Solving: Digging Deeper
Problem Solving and Decision Making
Strategies: Decision Making: Tools and
Techniques (pd_12_a05_bs_enus), #00296629

g Solutions

your personal Development Plan.


s. Click the drop-down arrow. Select Yes if you received an Assessment

encies. Click the cell in the Select column. Click the drop-down arrow.
pment Plan.
, or discuss with your manager before including them in your Development

e these rows in the spreadsheet.


ows in the spreadsheet.
is your Development Plan schedule).
e.
the url to ES Graduate & Early Career Curriculum in Grow@hp. The
ofessional skills.

rly Career Curriculum


#
Hours

Level

Type

Select

Target
Completion

Completion
Date

e Business Communication

heck-ins) to ensure stakeholder or team


anges
entations, written & oral communication to
ofessionally and received favorably.
ely in remotely managed, virtual team
en managing virtual and/ or remote

working within global time zones and having


satisfy the business needs.

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WBT
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tives
opportunity, not an obstacle
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1
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Project Management

cost management, establishment of

and communicating program/project work


eliverables, and ensure precise
and maintains clarity of purpose even under

Learning Plan

eholder support
oject success, and builds contingencies to

1
1.5
1
3
2
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WBT
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Presentation skills

erent audiences ( senior managers,

Learning Plan

and live presentation

Foundatio
n

WBT

Foundation

WBT

Foundation

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1
1

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e
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ovation and Creativity

ions that create value

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ness & Financial Acumen

tter understanding of the organization

on making cost ledgers, balance sheets,

bility ratios, operating ratios, leverage ratios)


nditions, exemptions or clauses, boilerplate

e planning and1decision-making
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motional Intelligence

otions in positive ways to relieve stress,


onflict.
ell in a team, and manages conflicts.
onal cues, feels comfortable socially, and

ve, follows through on commitments, and

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ersonal Effectiveness

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al from the strategic

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ing on alternatives
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mer might want/need even if they don't ask


d to do to solve the issue.
ient time and attention
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blem Analysis & Solving

chedules
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Learning Plan

Role Specific Skills Assessment

Complete
to identify your
strengths -and
areasinnovation,
for developm
A.Criticalthis
ES Assessment
business differentiating
capabilities
quality,
a
Foundation Competencies:

1) In each of the behavior rows, click on the cell in the Employee column.
2) Click on the drop-down arrow.
3) Rate yourself on a scale of 1 to 5, using the Rating Scale. You can also select NA (Not Applicable).
automatically.
4) Review your results on the Results worksheet.
Once you completed the Employee column of the Assessment, meet with your manager to
receive feedback. Priortise your development needs and create a realistic Development Pl

Consulting Competencies Assessment

No.

Consulting Foundations Competencies


Competency 1: Facilitation

2
3
4

5
6

understands and executes the role of the facilitator, including


understanding and using facilitation techniques, tools, and
formats to effectively manage meetings to specific outcomes.
manages interactions, group norms, and group dynamics
(including undercurrents, both verbal and non-verbal).
assists in organizing ideas, achieving consensus, and managing
objections.
Competency 2: Presentation
knows how to apply various presentation styles and approaches
effectively creates presentations with appropriate format and
structure, including choosing the right presentation style for the
correct audience (modifies styles and content to address the
differences between technical and executive presentations)
develops and delivers clear, concise, and compelling messages
in an engaging way.
Competency 3: Decision Making
understands approaches to guide effective and timely decision
making including: decision planning, establishing objectives,
establishing and evaluating alternatives.

understands the impact of personal or cultural biases on


decision making. Identifies and evaluates decision implications
8 and consequences.
effectively utilizes decision making models and appropriate
9 decision making techniques to various situations
Competency 4: Managing Communications - Listening & Questioning

10

understands the importance and impact of effective communications


and is an effective listener, utilizing a variety of active listening
techniques
to eliminate
communication
barriers
seeks understanding
through
effective, non-confrontational

11

questioning. Is able to deliver structured, clear, concise, and


persuasive verbal communications for various target audiences - both
upward and downward

understands what to communicate when, and how to utilize


different communication platforms in different settings
effectively handles challenging conversations, especially when
13 communicating difficult messages
Competency
5: Managing
- Effective
has the ability
to prepareCommunications
focused and persuasive
written Business Writing
12

14
15
16
17

18
19
20
21
22
23

24

25

communications - especially as related to the development of clientfacing business documents.

understands
key writing
and messages
applies appropriate
tone,characteristics
and develops effective
written content
based on purpose and targeted readership of a business
document
effectively organizes writing content to increase reader
understanding.
Competency 6: Working Effectively in a Team
facilitates effective team member interaction including
cooperation with other team members
communicates effectively in a team
balances team contributions and provides mutual support.
effectively provides others with feedback, and appropriately
receives feedback.
mitigates conflict in a team.
utilizes various approaches for working collaboratively with other
team members.
Competency 7: Expectation Setting & Handling
understands the importance of setting appropriate expectations
of performance with both managers and clients.
effectively sets realistic expectations across the course of a
project to ensure the perception is created of having met or
even over-achieved the agreed upon expectation

understands the impact of good expectation setting on customer


26 satisfaction and commercial success of a project.
Competency 8: Defining, Analyzing & Solving Business Problems
effectively utilizes methods and techniques to gather, process,
27 and analyze facts and data that are relevant to an issue
breaks complex issues down into components and understands
28 thought patterns
utilizes effective questioning to understand and frame problems
and is able to apply critical thinking methods and techniques to
29 diagnose problems and identify root causes and hypothesize
potential
identifies solutions.
priorities for resolution, weighs alternatives, and
30
31
32

generates options
identifies implications of resolutions and plans to overcome
barriers
effectively and efficiently draws conclusions and generates
solutions based on facts and logical reasoning
Competency 9: Defining a Solution

33

34

35
36

37
38

39

40
41
42
43

44
45

46
47

48

Understands the elements that make up a "solution" to a client's


problem from the HP solution perspective, and how to apply this
understanding to the definition, scoping, and delivery of a
solution within a consulting engagement.
Utilizes standard methods and techniques for understanding the
client's issues and is able to identify and define the scope and
context of a solution for the client's needs, including
understanding drivers, goals and solution principles and
applying simple solution modeling techniques, as appropriate, to
drive communication and understanding.
Understands and applies methods for assessing a proposed
solution to its requirements, as well as assessing an
organization's readiness to adopt it.
Understands the elements and techniques for validating a
solution.
Competency 10: Requirements Development
understands and applies the concepts of requirements
elicitation, and effectively utilizes one or more requirements
elicitation methods (e.g., interviews, focus group, etc.)
assists in identifying stakeholders who will help specify
requirements from different points of view and understands their
organizational bias.
identifies domain constraints that limit the functionality or
performance of the system or product to be built. Identifies the
rationale for each requirement that is recorded.
discovers usage scenarios or use cases to help customers/users
better identify key requirements and define "qualities and
constraints" (non-functional requirements).
identifies ambiguous requirements as candidates for
prototyping.
models rationales and assumptions and captures and documents
definitions of terms
analyzes and documents measurements (acceptance criteria)
and priorities.
Competency 11: Project Management Fundamentals
For Non-Project Managers - Understands the fundamental
concepts, processes, and techniques to effectively work within a
project, and support the outcomes necessary for HP and the
client. This includes the ability to understand, apply, and
communicate project management common vocabulary,
frameworks, and processes for projects of varying size and
duration.
Understands the structure and purpose of project plans, and is
able effectively to contribute to project planning activities.
Understands the interaction of scope, schedule, and resources
throughout the project lifecycle. Identifies and utilizes
components of HP's project management framework in support
of project activities including: work breakdown structures,
estimation, risk identification, dependency identification, and
dependency
management.
Utilizes techniques
and tools for tracking, assessing, and
communicating project progress at the individual contributor
level.
Competency 12: Planning Project Tasks/Effort Estimation
Utilizes a formal process whereby the employee (or project
team) can establish an estimate, or approximation, of the work
that is to be done on a project, even if input data is incomplete,
uncertain, or unstable.

49

Identifies best information and/or resources available for making


an estimate and reducing uncertainty. Effectively uses prior
experience to form estimates.

Understands the difference between work and duration and


utilizes common estimating methods and techniques to create
50 an estimate (e.g., brainstorming).
51 Knows how to establish a rough-order-of-magnitude estimate.
Identifies and communicates variables, assumptions, and
52 potential roadblocks in estimating work or duration of tasks.
Competency 13: Managing Boundaries
sets and manages boundaries within professional and personal
53 life, especially dealing with conflicts in prioritization of demands.
understands why boundaries are important and how to develop
54 boundaries.
has the ability to express and maintain both personal and
55 professional boundaries.
Competency 14: Working Effectively in a Mentoring Relationship
56
57
58

59
60
61

62

63

64
65
66
67

68
69
70

sets and manages boundaries within professional and personal life,


especially
dealing
with conflicts
prioritization
demands
understands
why boundaries
areinimportant
and of
how
to develop
boundaries
Has the ability to express and maintain both personal and professional
boundaries.

Competency 15: Working Across Cultures


understands cultural context and how culture affects personal
and business interactions.
identifies and applies cultural do's and don'ts in a cross-cultural
team.
modifies personal style to ensure appropriate behaviors within
other cultures.
understands intercultural concepts and applies them effectively
in the work environment, including identification of and
recognition of cultural thought patterns and contextual patterns
of corporate culture.
appropriately applies cultural norms to intercultural
communications, including providing feedback, error handling,
non-verbal communication, and email.
Competency 16: Interpersonal Awareness
understands various social styles and learning styles and how
they impact interpersonal and professional relationships.
has the ability to deal efficiently and thoughtfully with complex
social and professional relationships.
modifies personal style to ensure effective relationships with
others and is considerate of the feelings and experiences of
others.
reacts to others in a socially and professionally appropriate way,
especially in stressful or conflict situations.
Competency 17: The Elevator Pitch
has the ability to simply define a product, service, or
organization and its value proposition and quickly present it or
speak to it in a way that is appropriate for a stakeholder.
effectively formulates and delivers an elevator speech.
understands when and how to tailor an elevator speech for
different audiences or stakeholders.

71
68
68
69

70
71
72

understands and applies common approaches and techniques


for developing an elevator pitch for a solution to a client's
problem.
Competency 18: Consulting Lifestyle Skills
works independently and manages a healthy level of selfmotivation.
understands and applies good practices from experienced
consultants for effectively managing the stress and challenges of
life
"on thestays
road".engaged with their team, organization, and HP,
effectively
even though they may be disconnected from HP corporate
contact.
understands and effectively utilizes HP systems and structures,
as well as those from their organization and team that provide
support for on-the-road consultants.
effectively utilizes systems and techniques to avoid losing the
HP perspective when embedded for long periods on client
projects.
effectively manages personal and professional development.

hs and areas for development in Consulting

olumn.

n also select NA (Not Applicable). The averages are calculated

nt, meet with your manager to review your Results and


ate a realistic Development Plan.

cies Assessment

Consulting Competencies Assess


Facilitation

Rating Scale:
Strength to Leverage - 5
Solid - 4
Opportunity for Growth - 3
Development Need - 2
Strong Development Need 1
Not Applicable - NA

Employee

& Questioning

Presentation

Decision Making

Average

Manager EmployeeManager
0.0

0.0

Managing Communications - Listening & Questioning


Managing Communications - Effective Business Writing

Working Effectively in a Team


Expectation Setting & Handling
Defining, Analyzing & Solving Business Problems
Defining a Solution

Requirements Development

0.0

0.0

Project Management Fundamentals


Planning Project Tasks/Effort Estimation
Managing Boundaries
Working Effectively in a Mentoring Relationship
Working Across Cultures

0.0

0.0

Interpersonal Awareness

The Elevator Pitch


Consulting Lifestyle Skills

Employee

0.0

0.0

Manager

Chart Information

siness Writing

ss Problems

This bar chart shows the average rating for


If an entire competency is rated Not Applicable, i

If the rating for a competency is 3.0 or less, revie


worksheet to create your personal Dev

Rating Scale:
0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

5 = Strength to Leverage
4 = Solid
3 = Opportunity for Growt
2 = Development Need
1 = Strong Development Ne

0.0

0.0

0.0

0.0

0.0

0.0

elationship

0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

Competencies Assessment Results


Facilitation
Presentation
Decision Making

ns - Listening & Questioning


- Effective Business Writing

Working Effectively in a Team

ectation Setting & Handling

& Solving Business Problems


Defining a Solution

Requirements Development

Management Fundamentals

oject Tasks/Effort Estimation


Managing Boundaries
in a Mentoring Relationship
Working Across Cultures
Interpersonal Awareness
The Elevator Pitch
Consulting Lifestyle Skills
0
Employee

Manager

Chart Information

ows the average rating for each Competency.


y is rated Not Applicable, its rating displays as 0.0.

etency is 3.0 or less, review the Learning Solutions


create your personal Development Plan.

Rating Scale:
5 = Strength to Leverage
4 = Solid
3 = Opportunity for Growth
2 = Development Need
= Strong Development Need

Role Specific Skills Learning Solutions


Learning Solutions

Complete the Assessment, and review your Results before creating your personal Develo
1. Click in the blue cell in the Select column of all Consulting Foundation Competencies. Click the dr
Assessment average rating of 3 or less.
2. Review the list of learning solutions for your selected Consulting Foundation Competencies. Click t
arrow.
3. Select: Yes for learning solutions that you want to include in your Development Plan.
Maybe for courses that you want to consider, investigate further, or discuss with your m
No for courses that you do not want to include. You can also hide these rows in the sprea
NA for courses that are not applicable. You can also hide these rows in the spreadsheet.
4. Enter a target completion date for each selected learning solution (this is your Development Pl
5. When you have completed a learning solution, enter the completion date.
6. The curriculum consists of 18 learning paths corresponding to the 18 Consulting Found

Learning Solutions for the Consulting Academy Consulting F


Grow@hp

HP Skillport

Learning Solution

Competency 1.Facilitation

Competency Description:
Understands and executes the role of the facilitator, including understanding and using facilitation techniques
to effectively manage meetings to specific outcomes
Manages interactions, group norms, and group dynamics (including undercurrents, both verbal and non-verba
Link
Assists
in organizing ideas, N/A
achieving consensus,
and
managing objections
to Grow@hp
Facilitation
Essentials
Link
Link
Link
Link
Link
Link
Link

to
to
to
to
to
to
to

Grow@hp
Grow@hp
Grow@hp
Grow@hp
Grow@hp
Grow@hp
Grow@hp

Link to HP Skillport
Link to HP Skillport
N/A
N/A
Link to HP Skillport
Link to HP Skillport
Link to HP Skillport

Facilitating Collaborative Processes


Challenges of Facilitating
Facilitating On-Site and Virtual Teams
Facilitating Work Groups and Meetings
Preparing for Effective Business Meetings
Managing Effective Business Meetings
Dealing with Common Meeting Problems

Competency 2: Presentation

Competency Description:
Knows how to apply various presentation styles and approaches
Effectively creates presentations with appropriate format and structure, including choosing the right presenta
correct audience (modifies styles and content to address the differences between technical and executive prese
Link
Develops
and delivers clear,
concise, and
compelling Practice
messages
in an engaging
way
to Grow@hp
N/A
Presentation
Workshop
for Virtual
Presentation
Link to Grow@hp
N/A
Presentation Practices Workshop ILT
Link to Grow@hp
N/A
Targeted Presentation and Communication
Link to Grow@hp
N/A
Targeted Presentation and Communication
Link to Grow@hp
N/A
Successful Online Presentations
Link to Grow@hp
N/A
Creating Visual Messages with PPT ILT/HPVC
Link to Grow@hp
N/A
Creating Visual Messages for Executives
Link to Grow@hp
N/A
Presentation Skills Series: Planning and Preparing a
Presentation
Link to Grow@hp
N/A
Presentation Skills Series: Delivering a Presentation
Link to Grow@hp
Link to Grow@hp
Link to Grow@hp

N/A
N/A
N/A

Link to Grow@hp

N/A

Effective Presentation Delivery


Presenting Your Technical Topics Effectively
Presenting Technical Topics Effectively to Virtual Audie
Presenting Your Ideas at the Executive Level in a
Virtual Environment

Link to Grow@hp
Link to Grow@hp
Link to Grow@hp
Link to Grow@hp
Link to Grow@hp

N/A

Presenting Your Ideas at the Executive Level in Person


Presenting Difficult Information at the Executive Level
N/A
to Virtual Audiences
Link to HP Skillport Planning a Presentation
Link to HP Skillport Creating a Presentation
Link to HP Skillport Delivering a Presentation

Competency 3. Decision Making

Competency Description:
Understands approaches to guide effective and timely decision making including: decision planning, establish
establishing and evaluating alternatives
Understands the impact of personal or cultural biases on decision making. Identifies and evaluates decision im
Initiating and Planning a Project
Link to Grow
Link to SkillPort
consequences
Effectively
utilizes decision
models and
appropriate
decision Fundamentals
making techniques
to various situations
Project
Management
WEB
Link to Grow
Link tomaking
SkillPort

Link to Grow
Link to Grow
Link to Grow
Link to Grow
Link to Grow

Link to SkillPort
Link to SkillPort

Managing a Project
Troubleshooting and Closing the Project
Plan and Manage Project Communications
Link to SkillPort
(PMBOK Guide Fifth Edition)
Developing and Controlling the Project Schedule
Link to SkillPort
(PMBOK Guide Fifth Edition)
Direct, Monitor, and Control Project Work
Link to SkillPort
(PMBOK Guide Fifth Edition)

Competency 4: Managing Communications - Listen

Competency Description:
Understands the importance and impact of effective communications
Is an effective listener, utilizing a variety of active listening techniques to eliminate communication barriers
Seeks understanding through effective, non-confrontational questioning
Is able to deliver structured, clear, concise, and persuasive verbal communications for various target audience
and downward
Link
Understands
what to communicate
when,
and how Business
to utilize Communication
different communication
platforms in different se
to Grow@hp
N/A
Successful
- Intermediate
Effectively handles challenging conversations, especially when communicating difficult messages
Link to Grow@hp
N/A
Navigating Communication in the Workplace
Link to Grow@hp Link to HP Skillport Listening Essentials: The Basics of Listening
Link to Grow@hp Link to HP Skillport Listening Essentials: Improving Your Listening Skills
Interpersonal Communication: Communicating with
Link to Grow@hp Link to HP Skillport
Confidence
Interpersonal Communication: Targeting Your
Link to Grow@hp Link to HP Skillport Interpersonal
Message
Communication: Communicating
Link to Grow@hp Link to HP Skillport Assertively
Link to Grow@hp
N/A
Successful Business Communication - Basic
Link to Grow@hp
N/A
Successful Business Communication - Basic
Link to Grow@hp
N/A
Dealing with Difficult Conversations in the Workplace
Link to Grow@hp Link to HP Skillport Enhancing Listening Skills
Link to Grow@hp Link to HP Skillport The Art of Global Communication
Techniques for Communicating Effectively with Senior
Link to Grow@hp Link to HP Skillport
Executives
Delivering a Difficult Message with Diplomacy and
Link to Grow@hp Link to HP Skillport Tact

Competency 5: Managing Communications - Effective

Competency Description:
Has the ability to prepare focused and persuasive written communications - especially as related to the devel
facing business documents
Understands key writing characteristics and messages
to Grow@hp
N/Adevelops effective
Successful
Business
Communication
-and
Intermediate
Business
Writing:
Know
Your
Readers
Your
Link
Applies
appropriate tone, and
written
content
based
on purpose
and targeted readership o
Link
to
Grow@hp
Link
to
HP
Skillport
Purpose
document
Link
Effectively
organizes
writing
to increase
understanding.
to Grow@hp
Link
to HPcontent
Skillport
Businessreader
Writing:
How to Write Clearly and Concisely
Link to Grow@hp Link to HP Skillport Writing
a
Business
Case
Writing for Technical
Professionals: Preparation and
Link to Grow@hp Link to HP Skillport Planning
Writing for Technical Professionals: Effective Writing
Link to Grow@hp Link to HP Skillport
Techniques

Competency 6: Working Effectively in a


Competency Description:
Facilitates effective team member interaction including cooperation with other team members
Communicates effectively in a team. Balances team contributions
Provides mutual support. Effectively provides others with feedback, and appropriately receives feedback
Link to Grow@hp
N/A
High Performance Teams
Mitigates conflict in a team
Link
to
Grow@hp
N/A
High Performance
Utilizes various approaches for working collaboratively
withTeams
other team members
Link to Grow@hp
N/A
Global Virtual Teams
Link to Grow@hp
N/A
Global Virtual Teams
Link to Grow@hp Link to HP Skillport Being an Effective Team Member
Link to Grow@hp Link to HP Skillport Establishing Team Goals and Responsibilities
Link to Grow@hp Link to HP Skillport Elements of a Cohesive Team
Link to Grow@hp Link to HP Skillport Effective Team Communication
Link to Grow@hp Link to HP Skillport Using Feedback to Improve Team Performance

Competency 7:Expectation Setting & Ha

Competency Description:
Understands the importance of setting appropriate expectations of performance with both managers and clien
Effectively sets realistic expectations across the course of a project to ensure the perception is created of hav
over-achieved the agreed upon expectation
to Grow@hp
Building
Client
Link
Understands
the impact of N/A
good expectation
setting
onRelationships
customer satisfaction and commercial success of a pr
Link to Grow@hp
N/A
Building Client Relationships
Link to Grow@hp
N/A
The Client-Consultant Relationship
Link to Grow@hp
N/A
Discovering Your Customer's Real Needs
Link to Grow@hp Link to HP Skillport Identifying What the Customer Wants
Link to Grow@hp
N/A
Identifying Your Customer's Expectations
Link to Grow@hp
N/A
Client-Focused Engagement Skills
Link to Grow@hp Link to HP Skillport Identifying and Managing Customer Expectations

Competency 8: Defining, Analyzing & Solving Bus

Competency Description:
Understands thought patterns
Effectively utilizes methods and techniques to gather, process, and analyze facts and data that are relevant to
Breaks complex issues down into components
Utilizes effective questioning to understand and frame problems
Is able to apply critical thinking methods and techniques to diagnose problems and identify root causes and h
Link to Grow@hp
potential
solutions Link to HP Skillport Problem Solving: The Fundamentals WBT
Identifies priorities for resolution, weighsProblem
alternatives,
andDetermining
generates options
Solving:
and Building Your
Link to Grow@hp Link to HP Skillport
Identifies implications of resolutions andStrengths
plans to overcome
barriers
WBT
In all, effectively and efficiently draws conclusions
and generates
solutions
based
on facts and logical reasonin
Problem Solving
and Decision
Making
Strategies:
Link to Grow@hp Link to HP Skillport
Uncovering the Root Problem
Link to Grow@hp
N/A
Problem Solving - Root Cause Analysis
Link to Grow@hp Link to HP Skillport Critical
Critical Thinking
Thinking Essentials:
Essentials: Applying
What is Critical
CriticalThinking?
Thinking
Link to Grow@hp Link to HP Skillport Skills
Link to Grow@hp Link to HP Skillport Problem Solving: Digging Deeper

Competency 9: Defining a Solution

Competency Description:
Understands the elements that make up a "solution" to a client's problem from the HP solution perspective, an
this understanding to the definition, scoping, and delivery of a solution within a consulting engagement
Utilizes standard methods and techniques for understanding the client's issues
Is able to identify and define the scope and context of a solution for the client's needs, including understandin
Business
Assessments
and
and solution principles and applying simple
solutionAnalysis:
modelingSolution
techniques,
as appropriate,
to drive communicati
Link to Grow@hp Link to HP Skillport Validation WBT
understanding
Link
Understands
and applies methods
for assessing
a proposed
solution Skills
to its requirements, as well as assessing
to Grow@hp
N/A
Client-Focused
Engagement
readiness to adopt it
Understands the elements and techniques for validating a solution

Link to Grow@hp

N/A

The Consultative Process ILT/HPVC

Competency 10: Requirements Develop

Competency Description:
Understands and applies the concepts of requirements elicitation, and effectively utilizes one or more requirem
methods (e.g., interviews, focus group, etc.)
Assists in identifying stakeholders who will help specify requirements from different points of view and unders
organizational bias Identifies domain constraints that limit the functionality or performance of the system or pr
Identifies the rationale for each requirement that is recorded
Discovers usage scenarios or use cases to help customers/users better identify key requirements
Discovers "qualities and constraints" (non-functional requirements). Identifies ambiguous requirements as can
prototyping
Link to Grow@hp Link to HP Skillport Business Analysis Requirements Elicitation
Models rationales and assumptions
Link todefinitions
HP Skillport
to Grow@hp
Business Analysis Verify and Validate Requirements
Link
Captures
and documents
of terms
Analyzes and documents measurementsBusiness
(acceptance
criteria)
Analysis
Requirements Management and
Link topriorities
HP Skillport
Link
Analyzes
and documents
to Grow@hp
Communication
N/A
Link to Grow@hp
Client-Focused Engagement Skills
Link to Grow@hp Link to HP Skillport Business Analysis: Enterprise Analysis

Competency 11: Project Management Funda

Competency Description:
For Non-Project Managers - Understands the fundamental concepts, processes, and techniques to effectively w
project, and support the outcomes necessary for HP and the client. This includes the ability to understand, app
communicate project management common vocabulary, frameworks, and processes for projects of varying size
Understands the structure and purpose of project plans, and is able to effectively contribute to project plannin
Understands the interaction of scope, schedule, and resources throughout the project lifecycle
Identifies and utilizes components of HP's project management framework in support of project activities inclu
breakdown structures, estimation, risk identification, dependency identification, and dependency management
Link
Utilizes
techniques and tools
for tracking,
assessing,
and communicating project progress at the individual con
Project
Management
to Grow@hp
N/A
Link to Grow@hp
Link to Grow@hp
Link to Grow@hp

N/A
N/A
N/A

Link to Grow@hp

N/A

Project Management Fundamentals


EDGE Process Framework Overview
EDGE for Project Management
HP EDGE Platform: The Program and Project
Management Perspective

Competency 12: Planning Project Tasks/Effort

Competency Description:
Utilizes a formal process whereby the employee (or project team) can establish an estimate, or approximation
is to be done on a project, even if input data is incomplete, uncertain, or unstable
Identifies best information and/or resources available for making an estimate and reducing uncertainty
Effectively uses prior experience to form estimates
Understands the difference between work and duration
to Grow@hp
Project
Management
Link
Utilizes
common estimatingN/A
methods and
techniques
to create an estimate (e.g., brainstorming)
Link
Knows
to Grow@hp
how to establish
Link a
torough-order-of-magnitude
HP Skillport Planning Project
estimate
Costs (PMBOK Guide Fifth Edition)
Identifies and communicates variables, assumptions,
and potential
roadblocks
in estimating
Defining and Sequencing
Project
Activities
(PMBOK work or duration
Link to Grow@hp Link to HP Skillport
Guide Fifth Edition)
Link to Grow@hp Link to HP Skillport Controlling Project Costs (PMBOK Guide Fifth Edition)
Estimating Activity Resources and Duration (PMBOK
Link to Grow@hp Link to HP Skillport
Guide Fifth Edition)
Project Requirements and Defining Scope (PMBOK
Link to Grow@hp Link to HP Skillport
Fifth Edition)

Competency 13: Managing Boundari

Competency Description:
Sets and manages boundaries within professional and personal life, especially dealing with conflicts in prioriti
Understands why boundaries are important and how to develop boundaries
Has the ability to express and maintain both personal and professional boundaries
Link to Grow@hp Link to HP Skillport Working for Your Inner Boss - Personal Accountability
Link to Grow@hp Link to HP Skillport Managing from Within: Self Empowerment
Link to Grow@hp
N/A
Managing Your Time Effectively
Link to Grow@hp
N/A
Managing Your Time and Setting Priorities

Link to Grow@hp
Link to Grow@hp

N/A
N/A

Take Back Your Life!


Take Back Your Life

Competency 14: Working Effectively in a Mentorin

Competency Description:
Understands the purpose of a mentoring relationship
Understands and can apply best practices for being a mentee, including time commitment, development activ
Techniques: Mentoring
most of a relationship, setting mentorshipEssential
goals andMentoring
timeframes
Link
to
Grow@hp
Link
to
HP
Skillport
Fundamentals
Knows when it is time to establish new relationships to help meet goals
Link to Grow@hp Link to HP Skillport Designing and Initiating Mentoring Relationships
Link to Grow@hp Link to HP Skillport Building and Maintaining Mentoring Relationships
Link to Grow@hp Link to HP Skillport Evaluating and Ending Mentoring Relationships

Competency 15: Working Across Cultu

Competency Description:
Understands cultural context and concepts
Understands how culture affects personal and business interactions
Identifies and applies cultural do's and don'ts in a cross-cultural team
Modifies personal style to ensure appropriate behaviors within other cultures
Understands intercultural concepts and applies them effectively in the work environment, including identificat
recognition
of cultural thought
patterns and
contextual
patterns
of corporate culture
Link to Grow@hp
N/A
Partnering
Across
Cultures
Link
Appropriately
applies
cultural
norms
to
intercultural
communications,
including providing feedback, error hand
to Grow@hp
N/A
Partnering Across Cultures
communication, and email
Link to Grow@hp Link to HP Skillport Culture and Its Effect on Communication
Link to Grow@hp Link to HP Skillport Communicating Across Cultures
Link to Grow@hp Link to HP Skillport Introduction to Work Force Generations
Link to Grow@hp
N/A
Making Cross-Generational Teams Work

Competency 16: Interpersonal Awaren

Competency Description: Has effective self-awareness and self-regulation. Understands various social styles
and how they impact interpersonal and professional relationships. Has the ability to deal efficiently and thought
social and professional relationships. Modifies personal style to ensure effective relationships with others. Is con
feelings and experiences of others. Reacts to others in a socially and professionally appropriate way, especially
conflict situations.
Link to Grow@hp
N/A
Building Relationships Versatility
Link to Grow@hp
N/A
Building Relationships Versatility
Link to Grow@hp Link to HP Skillport What is Emotional Intelligence?
Link to Grow@hp Link to HP Skillport Improving Your Emotional Intelligence Skills
Link to Grow@hp Link to HP Skillport Working
Using Emotional
Intelligence
the Job Difficult
with Difficult
People:on
Identifying
Link to Grow@hp Link to HP Skillport People
Working with Difficult People: How to Work with
Link to Grow@hp Link to HP Skillport
Aggressive People
Working with Difficult People: How to Work with
Link to Grow@hp Link to HP Skillport
Negative People

Competency 17: The Elevator Pitch

Competency Description:
Has the ability to simply define a product, service, or organization and its value proposition and quickly presen
in a way that is appropriate for a stakeholder
Effectively formulates and delivers an elevator speech
Understands when and how to tailor an elevator speech for different audiences or stakeholders
TBD
TBD
TBD and techniques for developing an elevator pitch for a solution t
Understands
and applies common
approaches
TBD
TBD
problemTBD

Competency 18: Consulting Lifestyle S


Competency Description:
Works independently and manages a healthy level of self-motivation
Link to Grow@hp Link to HP Skillport Managing from Within: Self Empowerment
Optimizing Your Work/Life Balance: Taking Control of
Link to Grow@hp Link to HP Skillport
Your Stress
Link to Grow@hp Link to HP Skillport Creating a Positive Attitude
Link to Grow@hp
N/A
Take Back Your Life!
Link to Grow@hp
N/A
Take Back Your Life

Link to Grow@hp

N/A

Link to Grow@hp

N/A

The Consultative Process


Stress Management (HarvardManageMentor11)

g Solutions

your personal Development Plan.


mpetencies. Click the drop-down arrow. Select Yes if you received an

on Competencies. Click the cell in the Select column. Click the drop-down

pment Plan.
, or discuss with your manager before including them in your Development Plan.
e these rows in the spreadsheet.
ows in the spreadsheet.
is your Development Plan schedule).
e.
e 18 Consulting Foundation skills.

ademy Consulting Foundations Competencies


# Hours

Level

Type

Select

Target
Completion

Completion
Date

cy 1.Facilitation

sing facilitation techniques, tools, and formats

both verbal and non-verbal)


16
Core
1
Core
1
Core
4.5
Optional
4
Optional
1
Optional
1
Optional
1
Optional

Learning Plan

ILT/HPVC
WBT
WBT
WBT
WBT
WBT
WBT
WBT

y 2: Presentation

hoosing the right presentation style for the


chnical and executive presentations)
y
12
Core
HPVC
16
Core
ILT
16
Core
HPVC
16
Core
ILT
3.5
Core
HPVC
16
Core
ILT/HPVC
10
Core
HPVC
9 minutes
Core
WBT
9 minutes
3
16
18

Core
Core
Optional
Optional

WBT
WBT
ILT
HPVC

16

Optional

ILT/HPVC

Learning Plan

16

Optional

ILT

18
1
1
1

Optional
Optional
Optional
Optional

HPVC
WBT
WBT
WBT

3. Decision Making

ecision planning, establishing objectives,

Learning Plan

s and evaluates decision implications and

Foundation

ques to various1.5
situations
Foundation

1
3
2
2
1.5

Foundation
Foundation
Intermediat
e
Intermediat
e
Intermediat
e

WBT
WBT
WBT
WBT
WBT
WBT
WBT

munications - Listen & Questioning


communication barriers

Learning Plan

for various target audiences - both upward

on platforms in 12
different
cult messages
30 minutes
1
1

settings
Core
Core
Core
Core

HPVC/ILT
WBT
WBT
WBT

1
1
1
8
8
8
3
3.5

Core
Core
Core
Optional
Optional
Optional
Optional
Optional

WBT
WBT
WBT
HPVC
ILT
HPVC
WBT
WBT

1
1

Optional
Optional

WBT
WBT

unications - Effective Business Writing

ally as related to the development of client12


Core
HPVC/ILT
and targeted readership
of
a business
1
Core
WBT
1
Core
WBT
2.5
Core
WBT
1
Optional
WBT
2

Optional

WBT

Learning Plan

king Effectively in a Team

m members

Learning Plan

ely receives feedback


16
4
16
5
1
1
1
1
1

Core
Core
Core
Core
Core
Optional
Optional
Optional
Optional

ILT
HPVC
ILT
HPVC
WBT
WBT
WBT
WBT
WBT

tation Setting & Handling

th both managers and clients


erception is created of having met or even

8
Core
commercial success
of a project
8
Core
5
Core
2
Core
3
Core
4.5
Optional
16
Optional
1

Optional

Learning Plan

HPVC
ILT
WBT
HPVC
WBT
WBT
HPVC/ILT
WBT

yzing & Solving Business Problems

nd data that are relevant to an issue

Learning Plan

identify root causes and hypothesize


1
Core
WBT

1
Core
n facts and logical reasoning
15 minutes
Core
16
Optional
1
Optional
1
Optional
1
Optional

WBT
WBT
ILT/HPVC
WBT
WBT
WBT

Defining a Solution

HP solution perspective, and how to apply


ulting engagement

eds, including understanding drivers, goals


riate, to drive communication and
3
Core
WBT
ments, as well as16
assessing
an organization's
Optional
ILT/HPVC

Learning Plan

16-ILT
12-HPVC

Optional

ILT/HPVC

quirements Development

tilizes one or more requirements elicitation

t points of view and understands their


mance of the system or product to be built

Learning Plan

requirements
guous requirements as candidates for
2

Core

WBT

Optional

WBT

2
16
2.5

Optional
Optional
Optional

WBT
ILT/HPVC
WBT

Management Fundamentals

techniques to effectively work within a


ability to understand, apply, and
for projects of varying size and duration
ontribute to project planning activities
ect lifecycle
ort of project activities including: work
dependency management
ogress at the individual
contributor
level
1
Core
WBT
20
1
2

Core
Optional
Optional

ILT/HPVC
HPVC
WBT

1.3

Optional

WBT

Learning Plan

Project Tasks/Effort Estimation

estimate, or approximation, of the work that

Learning Plan

educing uncertainty

1
Core
2
Core
stimating work or duration of tasks
2
Core
1.5
Optional

rainstorming)

WBT
WBT
WBT
WBT

Optional

WBT

Optional

WBT

Managing Boundaries

ing with conflicts in prioritization of demands


2
Core
2
Core
35 minutes
Core
6
Optional

WBT
WBT
WBT
ILT/HPVC

Learning Plan

4.5
9

Optional
Optional

HPVC
ILT

ctively in a Mentoring Relationship

mitment, development activities, making the


1
1
1
1

Core
Optional
Optional
Optional

Learning Plan

WBT
WBT
WBT
WBT

Working Across Cultures

Learning Plan

nment, including identification of and


8
Core
ILT
viding feedback,8 error handling,
Core non-verbal
HPVC
1
Core
WBT
1
Core
WBT
2.5
Optional
WBT
3
Optional
WBT

terpersonal Awareness

tands various social styles and learning styles


deal efficiently and thoughtfully with complex
ionships with others. Is considerate of the
ppropriate way, especially in stressful or
16
12
1
1
1
1

Core
Core
Core
Core
Core
Optional

ILT
HPVC
WBT
WBT
WBT
WBT

Optional

WBT

Optional

WBT

Learning Plan

: The Elevator Pitch

position and quickly present it or speak to it

Learning Plan

stakeholders
evator pitch for a solution to a client's

onsulting Lifestyle Skills

Learning Plan
2

Core

WBT

1
2
4.5
9

Core
Optional
Optional
Optional

WBT
WBT
HPVC
ILT

16-ILT
12-HPVC
1

Optional
Optional

ILT/HPVC
WBT

Resources for the Consulting Academy Consulting Foundations C

This worksheet lists information about available resources for each Consulting Foundation c
development activities.

Link
Competency 1: Facilitation

Competency Description:
Understands and executes the role of the facilitator, including understanding and using facilitation techniques
specific outcomes
Manages interactions, group norms, and group dynamics (including undercurrents, both verbal and non-verba
Assists in organizing ideas, achieving consensus, and managing objections
Link to book in HP Skillport

Link to book in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in Skillport

Link to job aid in HP Skillport

Link to HP Skillport Login

Competency 2: Presentation

Competency Description:
Knows how to apply various presentation styles and approaches
Effectively creates presentations with appropriate format and structure, including choosing the right presentat
content to address the differences between technical and executive presentations)
Develops and delivers clear, concise, and compelling messages in an engaging way

Link to book in HP Skillport

Link to book in HP Skillport

Link to book in HP Skillport

Link to book in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to HP Skillport Login

Link to HP Experience Center

Competency 3: Decision Making

Competency Description:
Understands approaches to guide effective and timely decision making including: decision planning, establish
Understands the impact of personal or cultural biases on decision making
Identifies and evaluates decision implications and consequences
Effectively utilizes decision making models and appropriate decision making techniques to various situations
Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to HP Skillport Login

Competency 4: Managing Communications - Listening

Competency Description:
Understands the importance and impact of effective communications
Is an effective listener, utilizing a variety of active listening techniques to eliminate communication barriers
Seeks understanding through effective, non-confrontational questioning
Is able to deliver structured, clear, concise, and persuasive verbal communications for various target audience
Understands what to communicate when, and how to utilize different communication platforms in different se
Effectively handles challenging conversations, especially when communicating difficult messages

Link to book in HP Skillport

Link to book in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to HP Skillport Login

Competency 5: Managing Communications - Effective B

Competency Description:
Has the ability to prepare focused and persuasive written communications - especially as related to the develo
Understands key writing characteristics and messages
Applies appropriate tone, and develops effective written content based on purpose and targeted readership of
Effectively organizes writing content to increase reader understanding

Link to book in HP Skillport

Link to book in HP Skillport

Link to book in HP Skillport

Link to book in HP Skillport

Link to HP Resource

Link to HP Resource

Link to Online Dictionary

Link to HP Proposal Web

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to HP Skillport Login

Competency 6: Working Effectively in a Tea


Competency Description:
Facilitates effective team member interaction including cooperation with other team members
Communicates effectively in a team. Balances team contributions
Provides mutual support
Effectively provides others with feedback, and appropriately receives feedback
Mitigates conflict in a team. Utilizes various approaches for working collaboratively with other team members

Link to book in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to HP Skillport Login

Competency 7: Expectation Setting & Hand

Competency Description:
Understands the importance of setting appropriate expectations of performance with both managers and clien
Effectively sets realistic expectations across the course of a project to ensure the perception is created of havi
expectation
Understands the impact of good expectation setting on customer satisfaction and commercial success of a pro
Link to book in HP Skillport

Link to job aid in HP Skillport

Link to HP Skillport Login

Competency 8: Defining, Analyzing & Solving Busine

Competency Description:
Understands thought patterns
Effectively utilizes methods and techniques to gather, process, and analyze facts and data that are relevant to
Breaks complex issues down into components. Utilizes effective questioning to understand and frame problem
Is able to apply critical thinking methods and techniques to diagnose problems and identify root causes and h
Identifies priorities for resolution, weighs alternatives, and generates options. Identifies implications of resolu
and efficiently draws conclusions and generates solutions based on facts and logical reasoning.

Link to book in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to HP Skillport Login

Competency 9: Defining a Solution

Competency Description:
Understands the elements that make up a "solution" to a client's problem from the HP solution perspective, an
scoping, and delivery of a solution within a consulting engagement
Utilizes standard methods and techniques for understanding the client's issues
Is able to identify and define the scope and context of a solution for the client's needs, including understandin
simple solution modeling techniques, as appropriate, to drive communication and understanding
Understands and applies methods for assessing a proposed solution to its requirements, as well as assessing
Understands the elements and techniques for validating a solution

Link to book in HP Skillport

Link to HP Skillport Login

Competency 10: Requirements Developme

Competency Description:
Understands and applies the concepts of requirements elicitation, and effectively utilizes one or more requirem
etc.)
Assists in identifying stakeholders who will help specify requirements from different points of view and unders
Identifies domain constraints that limit the functionality or performance of the system or product to be built
Identifies the rationale for each requirement that is recorded
Discovers usage scenarios or use cases to help customers/users better identify key requirements
Discovers "qualities and constraints" (non-functional requirements)
Identifies ambiguous requirements as candidates for prototyping. Models rationales and assumptions. Capture
Analyzes and documents measurements (acceptance criteria)
Analyzes and documents priorities.
Link to book in HP Skillport

Link to HP Skillport Login

Competency 11: Project Management Fundam

Competency Description:
For Non-Project Managers - Understands the fundamental concepts, processes, and techniques to effectively w
necessary for HP and the client
This includes the ability to understand, apply, and communicate project management common vocabulary, fra
and duration
Understands the structure and purpose of project plans, and is able to effectively contribute to project plannin
Understands the interaction of scope, schedule, and resources throughout the project lifecycle
Identifies and utilizes components of HP's project management framework in support of project activities incl
identification, dependency identification, and dependency management
Utilizes techniques and tools for tracking, assessing, and communicating project progress at the individual con
Link to book in HP Skillport

Link to book in HP Skillport

Link to HP Skillport Login

Competency 12: Planning Project Tasks/Effort Es

Competency Description:
Utilizes a formal process whereby the employee (or project team) can establish an estimate, or approximation
input data is incomplete, uncertain, or unstable
Identifies best information and/or resources available for making an estimate and reducing uncertainty
Effectively uses prior experience to form estimates
Understands the difference between work and duration
Utilizes common estimating methods and techniques to create an estimate (e.g., brainstorming)
Knows how to establish a rough-order-of-magnitude estimate
Identifies and communicates variables, assumptions, and potential roadblocks in estimating work or duration

Link to book in HP Skillport

Link to HP Skillport Login

Competency 13: Managing Boundaries

Competency Description:
Sets and manages boundaries within professional and personal life, especially dealing with conflicts in prioritiz
Understands why boundaries are important and how to develop boundaries
Has the ability to express and maintain both personal and professional boundaries

Link to book in HP Skillport

Link to job aid in HP Skillport

Link to HP Skillport Login

Competency 14: Working Effectively in a Mentoring

Competency Description:
Understands the purpose of a mentoring relationship.
Understands and can apply best practices for being a mentee, including time commitment, development activ
mentorship goals and timeframes
Knows when it is time to establish new relationships to help meet goals
Link to book in HP Skillport

Link to HP Consulting Academy

Link to Mentoring @hp

Link to HP Skillport Login

Competency 15: Working Across Cultures

Competency Description:
Understands cultural context and concepts
Understands how culture affects personal and business interactions
Identifies and applies cultural do's and don'ts in a cross-cultural team
Modifies personal style to ensure appropriate behaviors within other cultures
Understands intercultural concepts and applies them effectively in the work environment, including identificat
contextual patterns of corporate culture
Appropriately applies cultural norms to intercultural communications, including providing feedback, error hand
Link to book in HP Skillport

Link to book in HP Skillport

Link to Cultural Navigator

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to HP Skillport Login

Competency 16: Interpersonal Awarenes

Competency Description:
Has effective self-awareness and self-regulation
Understands various social styles and learning styles and how they impact interpersonal and professional rela
Has the ability to deal efficiently and thoughtfully with complex social and professional relationships
Modifies personal style to ensure effective relationships with others
Is considerate of the feelings and experiences of others
Reacts to others in a socially and professionally appropriate way, especially in stressful or conflict situations

Link to book in HP Skillport

Link to book in HP Skillport

Link to job aid in HP Skillport

Link to job aid in HP Skillport

Link to HP Skillport Login

Competency 17: The Elevator Pitch

Competency Description:
Has the ability to simply define a product, service, or organization and its value proposition and quickly presen
stakeholder
Effectively formulates and delivers an elevator speech
Understands when and how to tailor an elevator speech for different audiences or stakeholders
Understands and applies common approaches and techniques for developing an elevator pitch for a solution t
Link to book in HP Skillport

Link to Skillbrief in HP Skillport

Competency 18: Consulting Lifestyle Skill

Competency Description:
Works independently and manages a healthy level of self-motivation
Understands and applies good practices from experienced consultants for effectively managing the stress and
Effectively stays engaged with their team, organization, and HP, even though they may be disconnected from
Understands and effectively utilizes HP systems and structures, as well as those from their organization and te
Effectively utilizes systems and techniques to avoid losing the HP perspective when embedded for long period
Effectively manages personal and professional development

Link to book in HP Skillport

Link to job aid in HP Skillport

Link to HP Skillport Login

for the Consulting Academy Consulting Foundations Competencies

t lists information about available resources for each Consulting Foundation competency to help you plan your
activities.

Resource
Competency 1: Facilitation

scription:
d executes the role of the facilitator, including understanding and using facilitation techniques, tools, and formats to effectively manage

ctions, group norms, and group dynamics (including undercurrents, both verbal and non-verbal)
zing ideas, achieving consensus, and managing objections
The Secrets of Facilitation: The SMART Guide to Getting Results with Groups, New and Revised by
Michael Wilkinson

Small Group Facilitation: Improving Process and Performance in Groups and Teams by Judith Kolb

Sample Agenda Template

Facilitating Productive Conflict

Steps to Responding to Objections

Guidelines for Preventing Dysfunctional Behavior

Using Observation Skills to Diagnose Behavior

Additional facilitation Job Aids in HP Skillport. Search with the key word facilitator and the category Job
Aids. Select and download relevant job aids related to facilitation.

Competency 2: Presentation

scription:
ply various presentation styles and approaches
es presentations with appropriate format and structure, including choosing the right presentation style for the correct audience (modifie
s the differences between technical and executive presentations)
elivers clear, concise, and compelling messages in an engaging way

Presentation Skills for Technical Professionals: Achieving Excellence by Naomi Karten

The Complete Presentation Skills Handbook: How to Understand and Reach Your Audience for Maximum
Impact and Success by Suzy Siddons

10 Steps to Successful Virtual Presentations by Wayne Turmel

Speaking Up: Surviving Executive Presentations by Frederick Gilbert

Evaluating Your Audience

Organizing Presentation Ideas

Guidelines for Creating Visual Aids

Guidelines for Writing a Presentation

How to Stage a Presentation

Preparing a Room for a Presentation

Verbal and Nonverbal Skills

Controlling Presentation Nerves

How to Handle Questions and Answers

Additional presentation Job Aids in HP Skillport. Search with the key word presentation and the category
Job Aids. Select and download relevant job aids related to presentation.

HP PowerPoint templates and detailed presentation guidelines

Competency 3: Decision Making

scription:
proaches to guide effective and timely decision making including: decision planning, establishing objectives, establishing and evaluating
e impact of personal or cultural biases on decision making
valuates decision implications and consequences
es decision making models and appropriate decision making techniques to various situations
Decision Making and Problem Solving by John Adair

John Adair's 100 Greatest Ideas for Smart Decision Making by John Adair

The Decision Making Model

The Four Decision Making Styles

Steps of How to Deal with Uncertainty

Decision Making Process

Choosing the Right Decision Making Approach

Additional decision making Job Aids in HP Skillport. Search with the key word decision making and the
category Job Aids. Select and download relevant job aids related to decision making.

Competency 4: Managing Communications - Listening & Questioning

scription:
e importance and impact of effective communications
stener, utilizing a variety of active listening techniques to eliminate communication barriers
nding through effective, non-confrontational questioning
r structured, clear, concise, and persuasive verbal communications for various target audiences - both upward and downward
at to communicate when, and how to utilize different communication platforms in different settings
les challenging conversations, especially when communicating difficult messages
Interpersonal Communication: Questioning, Listening, and Feedback Skills by Tony Alessandra and
Phillip L. Hunsaker

Power Listening: Mastering the Most Critical Business Skill of All by Bernard T. Ferrari

Techniques for Effective Listening

Overcoming Barriers to Effective Listening

Active Listening Examples

Effective Types of Questions for Facilitation

Open-Ended Questions for Networking

Additional listening and questioning Job Aids in HP Skillport. Search with the key word listening or
question and the category Job Aids. Select and download relevant job aids related to these topics.

Competency 5: Managing Communications - Effective Business Writing

scription:
o prepare focused and persuasive written communications - especially as related to the development of client-facing business document
y writing characteristics and messages
ate tone, and develops effective written content based on purpose and targeted readership of a business document
nizes writing content to increase reader understanding
The Business Style Handbook: An A-to-Z Guide for Effective Writing on the Job, by Helen Cunningham
and Brenda Green

Fundamentals of Business Writing by Joseph C. Mancuso and Yvonne V. Chabrier

The AMA Handbook of Business Writing: The Ultimate Guide to Style, Grammar, Punctuation, Usage,
Construction and Formatting by Kevin Wilson and Jennifer Wauson
The McGraw-Hill 36-Hour Course: Business Writing and Communication, Second Edition by Kenneth W.
Davis

Business Document Guidelines

Global Communications Resource Center

Merriam-Webster online dictionary

Proposal Guidelines, Boilerplate and Tools

Informative Writing Characteristics and Examples

Responsive Writing Characteristics and Examples

Using the Appropriate Business Tone

Reader Checklist

Persuasive Writing Characteristics and an Example

Four Techniques for Writing Concisely

Ways to Structure Content

Six Techniques for Writing Clearly

Additional business writing Job Aids in HP Skillport. Search with the key word business writing and the
category Job Aids. Select and download relevant job aids related to business writing.

Competency 6: Working Effectively in a Team

scription:
ive team member interaction including cooperation with other team members
effectively in a team. Balances team contributions
support
des others with feedback, and appropriately receives feedback
t in a team. Utilizes various approaches for working collaboratively with other team members
The Handbook of High Performance Virtual Teams: A Toolkit for Collaborating Across Boundaries by Jill
Nemiro, Michael Beyerlin, Lori Bradley and Susan Beyerlin

Team-building Resource

Facilitating Team Development through Evolutionary Stages

Six Techniques for Resolving Conflict

Development Stages of a Cross-functional Team

Strategies for Effective Team Members

Additional teamwork Job Aids in HP Skillport. Search with the key word working effectively in a team and
the category Job Aids. Select and download relevant job aids related to working effectively in a tem.

Competency 7: Expectation Setting & Handling

scription:
e importance of setting appropriate expectations of performance with both managers and clients
realistic expectations across the course of a project to ensure the perception is created of having met or even over-achieved the agreed

e impact of good expectation setting on customer satisfaction and commercial success of a project
Pay Attention: How to Listen, Respond, and Profit from Customer Feedback by Ann Thomas and Jill
Applegate

Prepare to Exceed Customer Expectations

Additional expectation setting & handling Job Aids in HP Skillport. Search with the key word customer
expectations and the category Job Aids. Select and download relevant job aids related to this topic.

Competency 8: Defining, Analyzing & Solving Business Problems

scription:
ought patterns
es methods and techniques to gather, process, and analyze facts and data that are relevant to an issue
issues down into components. Utilizes effective questioning to understand and frame problems
critical thinking methods and techniques to diagnose problems and identify root causes and hypothesize potential solutions
ies for resolution, weighs alternatives, and generates options. Identifies implications of resolutions and plans to overcome barriers. In all
ws conclusions and generates solutions based on facts and logical reasoning.

Decision Making and Problem Solving by John Adair

Problem Solving Styles

Six-Step Problem Solving Model

Problem Solving Mind Traps and Process Traps

Cost-Benefit Analysis

Tips for Improving your Problem Solving Skills

Additional problem solving Job Aids in HP Skillport. Search with the key word problem solving and the
category Job Aids. Select and download relevant job aids related to this topic.

Competency 9: Defining a Solution

scription:
e elements that make up a "solution" to a client's problem from the HP solution perspective, and how to apply this understanding to the d
ery of a solution within a consulting engagement
d methods and techniques for understanding the client's issues
y and define the scope and context of a solution for the client's needs, including understanding drivers, goals and solution principles, an
odeling techniques, as appropriate, to drive communication and understanding
d applies methods for assessing a proposed solution to its requirements, as well as assessing an organization's readiness to adopt it
e elements and techniques for validating a solution
A Guide to the Business Analysis Body of Knowledge (BABOK Guide) by The International Institute of
Business Analysis
Job Aids in HP Skillport. Search with the key word business analysis and the category Job Aids. Select
and download relevant job aids related to this topic.

Competency 10: Requirements Development

scription:
d applies the concepts of requirements elicitation, and effectively utilizes one or more requirements elicitation methods (e.g., interviews,

ying stakeholders who will help specify requirements from different points of view and understands their organizational bias
n constraints that limit the functionality or performance of the system or product to be built
ionale for each requirement that is recorded
scenarios or use cases to help customers/users better identify key requirements
ties and constraints" (non-functional requirements)
uous requirements as candidates for prototyping. Models rationales and assumptions. Captures and documents definitions of terms.
cuments measurements (acceptance criteria)
ocuments priorities.
A Guide to the Business Analysis Body of Knowledge (BABOK Guide) by The International Institute of
Business Analysis
Job Aids in HP Skillport. Search with the key word business analysis and the category Job Aids. Select
and download relevant job aids related to this topic.

Competency 11: Project Management Fundamentals

scription:
Managers - Understands the fundamental concepts, processes, and techniques to effectively work within a project, and support the outc
and the client
e ability to understand, apply, and communicate project management common vocabulary, frameworks, and processes for projects of v

e structure and purpose of project plans, and is able to effectively contribute to project planning activities
e interaction of scope, schedule, and resources throughout the project lifecycle
tilizes components of HP's project management framework in support of project activities including: work breakdown structures, estimat
endency identification, and dependency management
ues and tools for tracking, assessing, and communicating project progress at the individual contributor level
A Guide to the Project Management Body of Knowledge (PMBOK) by the Project Management Insitute

Managing Politics and Conflict in Projects by Brian Irwin

Job Aids in HP Skillport. Search with the key word project management and the category Job Aids. Select
and download relevant job aids related to this topic.

Competency 12: Planning Project Tasks/Effort Estimation

scription:
process whereby the employee (or project team) can establish an estimate, or approximation, of the work that is to be done on a projec
mplete, uncertain, or unstable
nformation and/or resources available for making an estimate and reducing uncertainty
prior experience to form estimates
e difference between work and duration
n estimating methods and techniques to create an estimate (e.g., brainstorming)
stablish a rough-order-of-magnitude estimate
mmunicates variables, assumptions, and potential roadblocks in estimating work or duration of tasks

A Guide to the Project Management Body of Knowledge (PMBOK) by the Project Management Insitute

Job Aids in HP Skillport. Search with the key word project estimating and the category Job Aids. Select
and download relevant job aids related to this topic.

Competency 13: Managing Boundaries

scription:
es boundaries within professional and personal life, especially dealing with conflicts in prioritization of demands
y boundaries are important and how to develop boundaries
o express and maintain both personal and professional boundaries
The 85% Solution: How Personal Accountability Guarantees Success: No Nonsense, No Excuses by Linda
Galindo and Versera Performance Consulting

Steps to Personal Accountability

Additional Job Aids in HP Skillport. Search with the key word accountability and the category Job Aids.
Select and download relevant job aids related to this topic.

Competency 14: Working Effectively in a Mentoring Relationship

scription:
e purpose of a mentoring relationship.
d can apply best practices for being a mentee, including time commitment, development activities, making the most of a relationship, se
and timeframes
s time to establish new relationships to help meet goals
So You Want to be Mentored: An Application Workbook for Using Five Strategies to Get the Most Out of a
Mentoring Relationship by Stella Cowan

Read about the Consulting Academy Mentoring Program

Read about your role as a mentee at Mentoring @hp

Job Aids in HP Skillport. Search with the key word mentoring and the category Job Aids. Select and
download relevant job aids related to this topic.

Competency 15: Working Across Cultures

scription:
tural context and concepts
w culture affects personal and business interactions
pplies cultural do's and don'ts in a cross-cultural team
al style to ensure appropriate behaviors within other cultures
ercultural concepts and applies them effectively in the work environment, including identification and recognition of cultural thought pat
ns of corporate culture
pplies cultural norms to intercultural communications, including providing feedback, error handling, non-verbal communication, and ema
The Handbook of High Performance Virtual Teams: A Toolkit for Collaborating Across Boundaries by Jill
Nemiro, Michael Beyerlin, Lori Bradley and Susan Beyerlin

Cultural Intelligence: Living and Working Globally by David C. Thomas and Kerr Inkson

Set up your profile on the Cultural Navigator

Building Cross-cultural Rapport

Overcoming Cross-cultural Communication Barriers

Additional Job Aids in HP Skillport. Search with the key word cross culture and the category Job Aids.
Select and download relevant job aids related to this topic.

Competency 16: Interpersonal Awareness

scription:
f-awareness and self-regulation
ious social styles and learning styles and how they impact interpersonal and professional relationships
o deal efficiently and thoughtfully with complex social and professional relationships
al style to ensure effective relationships with others
the feelings and experiences of others
in a socially and professionally appropriate way, especially in stressful or conflict situations

Personality Style at Work: The Secret to Working with (Almost) Anyone by Kate Ward

The EQ Edge: Emotional Intelligence and Your Success, Third Edition by Steven J. Stein and Howard E.
Book

Emotional Intelligence Competencies

EQ Domains

Additional Job Aids in HP Skillport. Search with the key word emotional intelligence and the category Job
Aids. Select and download relevant job aids related to this topic.

Competency 17: The Elevator Pitch

scription:
o simply define a product, service, or organization and its value proposition and quickly present it or speak to it in a way that is appropria

ulates and delivers an elevator speech


en and how to tailor an elevator speech for different audiences or stakeholders
d applies common approaches and techniques for developing an elevator pitch for a solution to a client's problem
Speaking Up: Surviving Executive Presentations by Frederick Gilbert

Different Communication Platforms and Settings

Competency 18: Consulting Lifestyle Skills

scription:
ently and manages a healthy level of self-motivation
d applies good practices from experienced consultants for effectively managing the stress and challenges of life "on the road"
engaged with their team, organization, and HP, even though they may be disconnected from HP corporate contact
d effectively utilizes HP systems and structures, as well as those from their organization and team which provide support for on-the-road
es systems and techniques to avoid losing the HP perspective when embedded for long periods on client projects
ages personal and professional development

Relaxation and Stress Reduction Workbook, Sixth Edition by Martha Davis, Elizabeth Robbins Eshelman,
and Matthew McKay

Stress Management Techniques

Additional Job Aids in HP Skillport. Search with the key word stress management and the category Job
Aids. Select and download relevant job aids related to this topic.

tencies

cy to help you plan your

Type

formats to effectively manage meetings to

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r the correct audience (modifies styles and

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es, establishing and evaluating alternatives

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ward and downward

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document

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ven over-achieved the agreed upon

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ems

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ans to overcome barriers. In all, effectively

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pply this understanding to the definition,

oals and solution principles, and applying

tion's readiness to adopt it

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ation methods (e.g., interviews, focus group,

organizational bias

ments definitions of terms.

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a project, and support the outcomes

and processes for projects of varying size

breakdown structures, estimation, risk

el
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k to it in a way that is appropriate for a

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of life "on the road"


te contact
provide support for on-the-road consultants
projects

Online Book

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Career Track: Business Consulting


Development Area
Customer Industries

Customer Industries

Customer Industries

Customer Industries

Customer Industries

Customer Industries

Customer Industries
Consulting knowledge: ITIL
Consulting knowledge: ITIL

Platforms knowledge: Microsoft

Platforms knowledge: Microsoft

Platforms knowledge: SAP

Platforms knowledge: Oracle


IT Transformation&Right Step
HP Transformation Framework
Additional Suggested Courses
Business knowledge: ABM processes, tools,
templates
Professional skills: Global English
Professional skills: Negotiation
Professional skills: Interviewing skills
Business knowledge: TOGAF
Business
Business
Business
Business
Business

knowledge:
knowledge:
knowledge:
knowledge:
knowledge:

Network
IT Security
Apps
Quality
ALM

Business knowledge: APM

Business knowledge: Transformation


readiness

Business knowledge: COBIT


Business knowledge: ISO 20000
Business knowledge: ISO 38500

Business knowledge: ITAC

Business knowledge: IT SCRUM


Business knowledge: HPSRA
Business knowledge: LEAN
Business knowledge: Testing
Additional Suggested Courses

Business knowledge: TC

Edge Platform

Business knowledge: EDGE

Edge Process Framework

Business knowledge: EDGE

Business knowledge: EDGE

SOA
Business knowledge: SOA

Business knowledge: SOA

Business knowledge: SOA

AMOD
Business knowledge: AMOD

Business knowledge: AMOD

Business knowledge: AMOD

AT2C

Business knowledge: AT2C

Business knowledge: AT2C

Business knowledge: AT2C

Architecture
Business knowledge: IT Architecture

Business knowledge: Solution Architect

Business knowledge: Technology Architect

Business knowledge: Enterprise Architect

ness Consulting
Training Name/Link
Customer Industries

Industry overviews - HC

Industry overviews - Manufactoring

Industry overviews - Telecoms

Industry overviews - Gov

Industry overviews - Defence

Industry overviews -Travel & Transport


ITIL V3 Overview (Recorded)
ITIL for Dummies

Microsoft

Microsoft

SAP

Oracle Knowledge Centre


IT Transformation and RightStep Overview - Parts 1 to 8
HP Transformation Framework Flight Planning
Additional Suggested Courses
ABM Enterprise Program Office Processes, Tools, and Templates Training (Growth
@HP)
English as a Second Language (for Enterprise Services Only) GlobalEnglish
(Growth @HP)
Negotiation
Interviewing skills
TOGAF Basics
Network Basics
IT Security Basics
Apps-Methods: SLC2, SLC3 Overview
Quality: CMMI, ISO 9000
Application Lifecycle Management (ALM)
Application Portfolio Management (APM)

TRANSFORMATION READINESS ASSESSMENT

COBIT
ISO 20000
ISO 38500

ITAC

SCRUM
HPSRA (ITAM/HPSM 7)
LEAN SIX SIGMA
TRANSFORMATION EXPERIENCE WORKSHOP
Testing
Additional Suggested Courses

Apps AC&M Applications Development for Cloud Offering Awareness (Tier 1)

Edge Platform

App Svcs EDGE - Platform

Edge Process Framework

App Svcs EDGE - Implementation Team

App Svcs EDGE - Project Management Office

SOA
SOA Integration Framework (EDGE)

App Svcs SOA and Integration - Architect

App Svcs SOA and Integration - Consultant

AMOD
AMOD Framework (EDGE)

AMod Applications Rationalization

App Svcs AMod Re-Architect

AT2C

Apps AC&M Applications Transformation to Cloud Offering Awareness (Tier 1)

IT Application Transformation Overview

Apps Awareness - AMod Applications Assessments

Architecture
IT-Architecture Overview

Guide to Solution Architect Development

Guide to Technology Architect Development

Guide to Enterprise Architect Development

Additional information

Course ID

Duration hrs

Review Training portal: http://teams10.sharepoint.hp

Project dependant.
Should be completed
with Direct Manager's /
Mentor's support.
Project dependant.
Should be completed
with Direct Manager's /
Mentor's support.
Project dependant.
Should be completed
with Direct Manager's /
Mentor's support.
Project dependant.
Should be completed
with Direct Manager's /
Mentor's support.
Project dependant.
Should be completed
with Direct Manager's /
Mentor's support.
Project dependant.
Should be completed
with Direct Manager's /
Mentor's support.
1017232

Grow@HP course
Book in SkillPort

1.30

Skill Port Knowledge Centres available: - Microsoft En

Review Microsoft products training portal, where a lis

HP SAP Training portal offers a number of training ac

SkillPort Oracle Knowledge Centre

00708104
00658311

Grow@HP course
Grow@HP course

1204474

Grow@HP course

1159118

Grow@HP course

1
16

http://www.opengroup.org/architecture/http://www.op

http://hpedia.hp.com/wiki/APM

http://hpedia.hp.com/wiki/Transformational_Readines

http://hpedia.hp.com/wiki/ISO_20000

http://hpedia.hp.com/wiki/ITAChttps://www.opengrou

http://hpedia.hp.com/wiki/Scrumhttp://www.mountain

http://hpedia.hp.com/wiki/Lean_Six_Sigma
TBC

http://grow.hp.com/Saba/loginAsUser.jsp?deepLinkNa

1 required 1,5,
8
recommended
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8 Required, 8
recommended

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http://serviceorientation.com/

8 Modules
required 12h, 21
http://grow.hp.com/Saba/loginAsUser.jsp?deepLinkNa
recommended

8 Modules
required 12h, 21
http://grow.hp.com/Saba/loginAsUser.jsp?deepLinkNa
recommended

http://intranet.hp.com/enterpriseservices/ww/site/ma
24

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7 Modules
required, 7
Modules
http://grow.hp.com/Saba/loginAsUser.jsp?deepLinkNa
recommended

0.30

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0.30

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Complete
Curriculum;
http://hrcms01.atl.hp.com:6503/tech_soln_global/pro
Several
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http://hrcms01.atl.hp.com:6503/tech_soln_global/pro
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Developmen
t Type

Training
Type
Role
depend.

Priority

1 Month

7-12
1-6 Months Months
x

13-18
Months

Role
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x

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WBT

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WBT

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Optional

ILT/ VC

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ILT / WBT

Optional

WBT

Optional

WBT

Optional

WBT

Optional

WBT

Optional

WBT

Optional

WBT

Optional

18-24
Months
Project
dependent

Based on the
capability in
which the
Graduate is
assigned a
deeper
knowledge on
MS might be
required.
Discussion
between the
Graduate and
Direct
Manager
should be

Other Input

Based on the
capability in
which the
Graduate is
assigned
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on athe
deeper
capability in
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which the on
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and above

Workday

To ensure a proper performance management process and to cover the expectations of the
carefully to review the following guidance.

It is the Graduate's role to drive and complete the development and performance activities. The Direc
direction in setting relevant goals and learning activities.
To establish a clear line of sight for expected performance and possible career development we strong
The goals and progress updates should be completed in Workday.

Performance Goals (to be set in the first month):


The performance goals should be aligned with the project or assignments that Graduate will work on b
Set 2 to 3 performance goals, expected results and measures.
You might wish you review additional materials for setting SMART goals here.
Career Goal (to be set within the first 6 months):

The Career Goal should reflect the desired job role and level (Entry or Intermediate) that the Graduate
program. When setting the Career goal, please consider what certifications and work experience is req
Example: At end of the Graduate program I will be ready to move into a Project Management job role,
Our recommendation is to set not more than 1 Career Goal.
Development Goal/s (to be set in the first month):

The Development goal/s should support the successful completion of the Performance and Career Goa
They can be closely linked with Graduate Development Plan activities or with achieving some very spe
Example1: Complete all learning activities as planned in the Graduate Development Plan.
Example2: Obtain Project CAPM certification at the end of the Fiscal Year.

Our recommendation is to review the completion of the goals every 3 months and every 6
The Graduate is expected to review and update the goals in Workday. Direct Manager shou

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