Development
Performance Mgmt
Learning
Miscellaneous
100
This term refers to activities designed to provide skills, knowledge and behaviour required by LoyaltyOne to meet its goal and objectives.
What is Development?
100
A specific, time-bound goal that is unique to only you and is aligned with a larger department, business unit or organizational goal (vs. unique to your role, day-to-day responsibility)
What is a Key Performance Objective?
100
Consulting services provided with business unit/department/team leaders to identify specific functional learning needs, including conducting a learning needs assessment and sourcing appropriate learning solutions
What is functional training.
100
This leading personal assessment tool is used to improve work productivity, teamwork and communication. The online assessment contains a series of questions and produces a detailed report about your behavior and communication preferences.
What is DISC.
200
These development focused conversations focus on associates' career planning & development, providing them with feedback and mentorship, enabling their growth and realistic career movement, and supporting them in identifying cross-functional development opportunities.
What are Manager-Once-Removed Conversations?
200
This rating is described as "Consistently exceeded performance expectations and was a major contributor to the success of the division/business unit and organization".
What is Achiever.
200
This curriculum is now mandatory for managers to complete ('graduate') from LoyaltyOne's onboarding program.
What is Loyalty102.
200
Associates identify 1-3 of these for year, that they will focus on to enhance their leadership effectiveness to successfully achieving their KPOs.
What are 3i Leadership Capabilities.
300
The Talent Development team is able to provide personalized development consulting services to this unique population, to support them with development planning and identifying appropriate learning activities.
What are high-potential associates.
300
In addition to objective measurements, dividing a large goal into smaller subjective measurements will help make the goal more attainable.
What is Actionable in SMART goal setting.
300
This online platform offers on-demand, instant access to the complete text of thousands of best-in-class books, book summaries, research reports and best practices.
What is Books24x7.
300
This shorter survey focuses on key questions to monitor our progress on specific priority action areas.
What is a pulse engagement survey.
400
This development process enables leaders in receiving feedback from their manager, direct reports, peers and clients.
What is 360 degree feedback.
400
The three major activities in Performance Management (hint: wheel)
What is Plan, Review and Recognize
400
Through this tool, associates can access online courses on professional and technical skills, computer applications and personal development, as well as a video library of more than 450 just-in-time learning modules.
What is Learn.
400
LoyaltyOne has been a successful recipient of this award for four years running.
What is Hewitt's Best Employer Survey.
500
Development Plans have a longer term focus and identify career goals. DKPO's are shorter in length, and identify "action item(s)" which incremental skills, knowledge or capabilities toward reaching the goal of the Development Plan.
What is the difference between a DKPO and a development plan.
500
This objective defines skills, knowledge and capabilities that Associates will work to develop in the current performance cycle in order to optimize their performance and achieve their KPOs.
What is a Development Key Performance Objective (DKPO)
500
This is a holistic approach to learning and development that integrates both formal and informal elements. The most effective way to learn and develop a new skill or behaviour is to apply it and practice it on the job and in real-life situations, and to “learn through doing”.
What is the 70/20/10 (experiences, relationships and formal learning) approach.
500
This process is designed to expedite the integration of a newly appointed manager/leader with his or her direct reports. This process is a valuable step to ensure that a team quickly becomes productive after a management change.
What is Manager Assimilation.
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