Content

Many ways
to grow

learning opportunities

The book of available educational
activities in IKEA centres Russia

Read more

Contacts:
Elena Garats (GRTS),
Galina Semenova (GASEM)

Content
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Introduction

Talent
Аpproach

BASICS

70-20-10
Мodel

Competence
Staircase

Educational
Аctivities

Guidance
instructions how to use

SO FUNCTIONS’
Educational Activities

MEGA’S
Educational Activities

Sales and Commercial

Legal

Property Service Russia

Chief Finance Office

Human Resources

PR & Communication

Sustainability

Khimki Business Park

Investments

Marketing

Engineering

Tenant

Business Navigation & Operations

Lawyers

Project Manager

Centre Manager

Legal Function

Document
management
Department
Group

Translators
Team

Centre
Management
Function Support
Group*

Centre
Management
Function Support
Group*

We are happy to fill in as soon
as we receive information!

We are happy to fill in as soon
as we receive information!

We are happy to fill in as soon
as we receive information!

Human Resources

HR Operations
& Business
Partners Group

Competence
and Development
Group

Talent
Management
Team

Recruitment
Group

Head of Function

Employer Branding
Project Manager

We are happy to fill in as soon
as we receive information!

Chief Finance Office

Finance
Department

Business
processes
Development
and IT
Department

Billing &
Credit Control
Department

Business
Navigation
Department

Governance,
Risk and
Compliance
Department

We are happy to fill in as soon
as we receive information!

Head of Finance
Department

General Ledger
Group

Tax Group

Treasury Group

Accounts Payables
Group*

We are happy to fill in as soon
as we receive information!

Accounting &
Reporting Group*

We are happy to fill in as soon
as we receive information!

Head
of Department

IT Group

Business processes
Development Group

Head
of Department

Deputy head of
Billing & Credit
Control Department

We are happy to fill in as soon
as we receive information!

Billing Process
Analysis Group

Invoicing & Controlling
Group

Credit Control Team

Financial Security
& Payment Team

Head of Business
Navigation

Business Navigation
Team

Business Information
Team

Property Development
Navigation

Head
of Department

Investigation&
Audit Group

Risk Management
Group

Health, Safety&
Security Team

Insurance
Governance&
Compliance

Investments Function

Procurement
Department

Investment
Department

Project Management
Office Department*

Head of Department

Facility / Frame and Indirect Material
and Services Teams

Construction Procurement &
Quantity Survey

We are happy to fill in as soon
as we receive information!

We are happy to fill in as soon
as we receive information!

Sales & Commercial Development Function

Leasing
Department

Commercial
Development
Department

Concept
Department

Marketing
Department

We are happy to fill in as soon
as we receive information!

Tenant Group*

We are happy to fill in as soon
as we receive information!

Regional Tenant
Management Team*

We are happy to fill in as soon
as we receive information!

Tenants Coordination
Team*

We are happy to fill in as soon
as we receive information!

Additional Income
Team*

We are happy to fill in as soon
as we receive information!

Lease Support
Group*

We are happy to fill in as soon
as we receive information!

Lease Administration
Team

Lease Coordination
Team*

We are happy to fill in as soon
as we receive information!

Lease Group*

We are happy to fill in as soon
as we receive information!

Key Tenants Team

Lease Team
("Fashion")*

We are happy to fill in as soon
as we receive information!

Lease Team
("Fashion Satellites")*

We are happy to fill in as soon
as we receive information!

Lease Team ("Food,
Beverages & Leisure")*

We are happy to fill in as soon
as we receive information!

Lease Team
("Destinations")*

We are happy to fill in as soon
as we receive information!

New Brands Team*

We are happy to fill in as soon
as we receive information!

Commercial
Projects Group

Design Group*

We are happy to fill in as soon
as we receive information!

Matrix Group*

We are happy to fill in as soon
as we receive information!

BTL & Projects
Group*

We are happy to fill in as soon
as we receive information!

MEGA Brand &
Advertising Group

Customer Loyalty
Group

Market Research
Group

Planning, Controlling
& Competence Group

Multichannel

Khimki Business Park Administration

Lease Group

Engineering
Group

Office Support
Team

Event Group

Property Service Russia Function

Facility
Management
Department

Real Estate &
Development
Department

Construction
Department

Government
Relations Group

Asset
Management
Department*

Head of Department

Country FM Project
Manager

Coordinator

Mega Services Group

Regional Services
Team

Esipovo Team

Fire Safety

Regional
Construction*

We are happy to fill in as soon
as we receive information!

Projects Group*

We are happy to fill in as soon
as we receive information!

Design and
Engineering Group*

We are happy to fill in as soon
as we receive information!

We are happy to fill in as soon
as we receive information!

We are happy to fill in as soon
as we receive information!

We are happy to fill in as soon
as we receive information!

Introduction
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Dear colleagues, welcome to IKEA CENTRES Learning Opportunities book!
In accordance with IKEA Group Talent Approach we would like all our talented people to stay and grow within the Company. We would like you to build on your strengths and explore your talents in your current position and also in your future role.
Aim of the book:

▪ To show educational activities for different positions in the company in a transparent and easy way to choose.

 

▪ To help you to define educational activities for the future steps: to grow in your current position or/and across functions.

Please get acquainted with Basics (Talent Approach, 70-20-10 Model, Staircase and Educational Activities) and Guidance.

 

Have a nice journey!

Talent Approach
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Growing
our business
and growing
our talent

It's a joint
responsibility

Many ways
to grow

Spot talent –
who do you see?

We attract
and recruit
based on
values

Everyone
is seen
as a talent

Everyone is seen as a talent

Every person is seen as a talent and as a contributor to the growth of IKEA. We believe in you and invest in your development. We see you as a person who can both perform and deliver and learn and develop. We believe in your ambition to do your best, your curiosity and your willingness to meet new situations and to learn.

We attract and recruit based оn values

We don’t recruit just anybody. We recruit people, not only CVs or resumes. We recruit based on the IKEA values, not only ‘nice people’. We recruit talent and potential, not only today’s competence. We recruit for development, not only for getting today’s job done. We want down-to-earth, engaged, honest and innovative people, with talent, living our values. All passionate about home furnishing.

Spot talent – Who do you see?

How can we strengthen our capability to spot, guide and support our many talents? We are rich in talent — we just have to put on different specs and look for both talent that ‘shouts’ and talent that ‘whispers’. When we challenge our perception of people and our own prejudices we will embrace everyone’s talent for a truly diverse IKEA. Many more will get the chance to develop and be ready to drive business growth.

Many ways to grow

There are many ways to grow. It’s not one size fits all. We offer exceptional learning and career possibilities in local and global environments.
Growing in your current position
To most of us, becoming more competent in the current position is the main focus. This could be about improving business knowledge (about life at home, customers, products, materials, etc.), developing capabilities (to lead, to communicate, to sell, to take responsibility, to …) and strengthening motivation (increase energy, drive, courage, etc.). This is the basis for developing in IKEA.
Growing across functions and processes
Developing in IKEA is sometimes like moving up, down and side-ways in a climbing frame. Taking steps to other parts of the IKEA business. More people moving between different parts of the business will contribute not only to the individual competence, but also to a more integrated - One – IKEA.

It´s a joint Responsibility

Spotting and growing talent is about all of us together – you, your leader and IKEA.
Leaders
Spotting talent is very much about experiencing people in different situations and really getting to know the person. It’s a matter of discovering talent early and creating the possibilities to flourish. It’s about helping each individual be the best they can be.
You
Each of us own our life and development. Don’t wait for someone else to discover your talents! You are expected to explore your own potential to grow. Taking responsibility,
showing motivation and doing your best is the most effective way to prepare for your development talk. Together with your leader you can then combine your own ambitions with the possibilities for you in IKEA. Raise your hand, make your voice heard and take ownership of your future!
IKEA
IKEA supports by providing tools and ways of working, including clearly described career paths, relevant learning offers and transparent succession planning. Development possibilities are obvious and inspiring. Once there is an agreement of how you will grow, IKEA provides the support that you need to lead your own development.
70-20-10 Model
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Get charged

10%
20%
70%

Practice (70%):

Best practicies, work in a changing and unusual situation, expanding the area of responsibilities and taking important decisions help to implement new skills and reinforce an existing skill.

FACT: Education which we get on
the job is 3 times more effective
than formal studying.

People (20%):

Information that we hear from colleagues is one of the tools to develop ourselves; feedback, mentoring and coaching help to realize what steps should be taken to reach the goal.

FACT: We get 40% of
knowledge and skills from
Line Managers.

Formal Education (10%):

Classroom, Courses, E-Learning, Reading

FACT: If we don't apply the received knowledge during the first 2 weeks, our mind will keep only 10% from what we have read, and 20% from what we have heard.

You should constantly use 70-20-10 model to achieve a better result and make your studying more dynamic interesting and comprehensive.

Competence Staircase
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Aspirant (Learning)
Learning what to do and how to do.
In the Role (Achieving)
Knowing what, how and when to do — and doing it.
Seniority (Performing & Transforming)
Knowing what to do to make a difference, how and when to do — and doing it.
Educational activities
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We have a solid base for competence development in our organization. Educational activities are divided into separated columns for internal/external and soft/ professional skills.

Internal
External
Soft skills

ON-BOARDING

We start with on-boarding activities to introduce a newcomer to our organization

LEARNING OFFER

Competence and Development organizes internal trainings that help to develop your soft and leadership skills.

NOMINATED
TRAININGS

There are some Leadership trainings approved during Management Review

FACILITATOR OR
MENTOR

As an addition to your role you can become a Facilitator or Mentor. Under development right now.

SOFT TRAININGS

There are specific soft skills trainings taken externally and approved by the Head of the department/ function or Centre Manager.

Professionals skills

MATRIX TRAININGS

Within Learning Offer you can also see professional trainings organized internally by Matrix Departments.

PROFESSIONAL
TRAININGS

There are specific professional trainings taken externally and approved by the head of the department/function or Centre Manager.

NOMINATED
TRAININGS

There are some Business Competence trainings approved during Management Review

STUDY TRIPS

A training on how the business is run in other business.

On-boarding process

1st month:

Goal setting Talk for Probation Period* (Line Manager)

Information security basic - E-learning (C&D)

Welcome to IKEA traning - 4 hours (C&D)

2nd month:

Correction Talk (Optional)* (Line Manager)

3rd month:

Probation Talk* (Line Manager)

3-day Introduction to IKEA Centres Russia business (C&D)

* To find forms please proceed: IKEA Centres Russia/Our organization/HR
Function/On-boarding in IKEA Centres Russia

Nominated trainings

Leadership

Name:



Target audience:



Approval:

My Conscious Leadership.



In the role leading others, leading
leaders and leading matrix.


Nomination by head of Function,
agreed in Management review.

Matrix trainings

Department Name
PMO (PLC) Project Life Cycle for construction related projects (9026)
Document Control Training (9027)
Project Scheduling Training (9028)
Marketing Marketing Introduction for Marketing Newcomers (9029)
Marketing Digital Days (9030)
Individual Marketing Training (9031)
(ICMMP) IKEA Centres Marketing Management Program (9032)
Business navigation Financial Project Follow up training (9033)
Governance, Risk
and Compliance
Risk Assessment (9034)
Risk Management Introduction (9035)

Nominated trainings

Competence

Name:



Target audience:



Approval:

ICSC European Retail Property School.



Leading leaders.



Nomination by head of Function, agreed in Management review.

Study Trips

Description

A study trip is "reality check" or "on the job" training on how the business is run in other business units. Every study trip must have a clear training purpose. Specific learning described as well as how the knowledge gained in the trip should be used when back on the job.

How to organize

Manager of a co-worker requiring a study trip must submit a request to the Head of Function with the following information:

  1. Location of the trip
  2. Development need addressed for the co-worker
  3. Business need addressed for the team/company
  4. Total cost

Approval

Head of the Function submits the approval to L&D for including the education into the records of the co-worker's specific training list.

Follow-up

When back from the trip a study trip report should be presented to the manager and shared with the team.

Guidance
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Step

1

Step

2

Step

3
Step 1
Find your current position (click on SO or MEGA on the map then select department & position).

Get charged

We would like to remind you that “in class” trainings can give you only 10% of knowledge you need.

Step

1

Step

2

Step

3
Step 2
Define a position and step on the staircase you would like to be.

In line with the Competence Profile

This book describes both soft and professional trainings, however a desired future Job Position can require a special education. Please consult JDCP for a desired future position (Job specific knowledge, Capabilities and Essentials for a particular job) to define precise Development plan and time frame.

Step

1

Step

2

Step

3
Step 3
During a Development Talk with your manager agree on necessary educational activities

There should always be a need

The first and most important step in the development cycle is to establish the need for a training, because it requires a commitment from both a co-worker and the company in terms of time and cost.

There is a list of available and recommended activities but reasonability should be confirmed by the Line Manager!

When a training is not reasonable:

▪ You already have the skill and only small fine-tuning needed.

▪ The skill won’t be implemented immediately after attending a training.