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At Sprint, we believe there are two key areas of responsibility when it comes to employee development: an employee is responsible for his or her own skill and career development, while the employee's manager is responsible for supporting him or her in this effort. To this end, Sprint offers an array of tools to help both managers and their employees.
The resources available to employees and managers for career development include:
Many training and skill development tools are managed by Sprint University, an award-winning, nationally recognized learning, development, and performance organization. Sprint University offers employees leading-edge development opportunities, as well as extensive training in areas specific to their job requirements.
The majority of Sprint employees (approximately 60 percent) are front-line customer care or retail/sales support. Sprint University uses its best-in-class performer-support solutions to imbed learning and tools into work flows for front-line employees, to directly drive business performance improvement.
Additionally, Sprint University supports thousands of offerings to all employees for personal, skill-based and professional development in an online training warehouse, as well as a specialized online training center specifically designed to prepare employees for industry certification in technical areas, process expertise and project management. Sprint University provides millions of training hours each year. Available training courses include self-help topics such as improving interpersonal skills, building teams, leadership techniques, coping with difficult people and assessments on how co-workers view your skills. All of this training is above and beyond the standard training for our front-line employees and is delivered in a variety of methods including:
Developing quality managers is an important area of focus at Sprint, and Management Quality serves as the foundation for doing this. The effectiveness of our managers is measured through a Management Quality objective on Performance Plans for those who supervise others and centers around three areas:
Development and informational tools targeted for managers of people include:
In addition, Management Quality receives special focus in Sprint’s Employee Survey. The survey provides business-unit-level results on several areas including Leadership, Development, Organization, Feedback, Recognition, Knowledge/Expertise, Work-Life Balance, Empowerment, Fairness and Personality. These results are benchmarked against other companies. Sprint managers continue to score above benchmark in the Manager Quality section of the Employee Survey.
For more information on the Employee Survey, see the Engagement and Work/Life Balance section.