IT Learning Program - Interview with Beth Desormeaux

We had the chance to conduct an interview with Beth Desormeaux. She is responsible for identifying common learning & development needs for the information technology and sourcing functions across GE. She also works with the custom development and procurement of high-quality curricula and learning experiences for the Advanced Information Management Class (AIMC), Experienced Information Management Program (EIMP), and other leadership programs like IMLP.

Here's the interview:

1. As an IMLP, what IT training and certifications would be available to me?

We offer extensive training and resources to IMLPs and other employees. This includes:

• Over 2000 courses, 13000 online references (IT specific library for research – IT publications, white papers, study guides)
• Study pads, live mentors, practice exams, express guides for over 125 certification exams study path Diverse range of topics from ERP systems to Networking and Programming.

2. Do IMLP's get more training than the average employee?

All employees have access to training and get a lot of it. The Leadership Programs get much more, especially while on program (see response to hours of training employee’s log).

3. How does training work at GE?

At GE there are 3 levels or ways employees can get training, they are:

• Online training, which is available to all employees all the time and can be customized to your job and needs
• Live or distance learning is where you work with your manager to design a more specific learning plan and get into more structured classes that can be offered off-site or online
• External opportunities are things like on-going education, returning for a degree, or vendor specific courses.

4. How did you come to be involved in training and what's your background?

I came into this by accident. It was a lucky and fortunate accident. I joined GE as an IT Leader from an IT consulting firm. I went through a leadership program, the EMIP. I then got my black belt certification. I was moving to Michigan and thought I would have to leave GE because at the time they didn’t have offices there. Through my network I was lucky and fortunate enough to find a position working with the IT training curriculum that would allow me to work remotely. I went back to school at the University of Michigan and got my masters in higher education and have been working and developing IT learning curriculum for the past 7 years.

5. How many hours of training did employees log last year?

Some managers will set goals on how much training they want their employees to get a year, but the averages come roughly at 20-30 hours of formal training for a typical employee. However, over 80% of training becomes informal training, where an employee asks colleague to show them how to do this or that, or looks something up online. This informal training can be 100s of hours.

IMLPs, because of the structured training classes and bootcamp, get hundreds of hours of formal training in addition to the informal training they pickup from their Assignment Leaders and other team members they interact with.

6. What courses are in highest demand or have the most people enrolled?

Right now the courses that are offered most often and have the most interest are:

• Project management – Always has been and probably always will be. We help support employees getting PMP and CAPM certified.
• Oracle database/oracle ERP
• Security – We help employees with CISSP certification

7. On average how much does GE spend per employee on training?

I haven’t seen it broken down by employee, but Jeff Immelt and others always use the statistic, and I’ve seen the numbers and know it’s accurate, over $1 billion dollars is spent on training per year. Working with the IT training I know millions of this goes toward IT training.

8. Why does GE put such an emphasis on training?

Well, change is a part of GE, it’s part of staying competitive. At GE we don’t want you to be comfortable, and you shouldn’t allow yourself to become comfortable. Change keeps employees and the company nimble and on its toes. As a consequence, training is essential to the success of employees and GE.

We want to not only keep pace; GE wants to set the pace for industries and functions. You don’t lead by keeping things the same and being comfortable. Being flexible and oriented for change training and education are crucial to our success. If you are growing and continuing to learn and the easier it is for you to change and be on the edge, the more likely you are to succeed at GE.

9. What is the best training course you have participated in at GE?

Oh, that’s a good question. I would have to say it was a one day class offered through a Women’s Network seminar, “Would You Want You as a Manager?” – Which had participants take a look at their management style, how you manage yourself and, other people. It was an amazing process of self-reflection in a non-intimidating environment; the class was presented so effectively. I learned about myself and it changed how I work.

10. Do they really have Six Sigma courses/retreats like the one Liz and Jack participate in on 30 Rock?

They used to do big retreats, but not as much anymore. However, certifications are still happening for Lean and Six Sigma. GE ultimately wants to reduce defects and produce quality products and services. They don't have the same expectations of everyone being certified that might be portrayed in the show.

11. What new initiatives are you exploring for the learning and development curriculum?

There are quite a few initiatives we are trying in order to provide people with more of what they are interested in, in order to allow them to succeed, and we are currently working to:

• Partnering with Support Central (A GE internal collaboration tool) for training
• Facilitate more taining on Agile and information security – new big topics
• Increase the ease of finding and accessing training by competency areas and goals employees are working on

If you have more questions about training, ask them in the comments below and we'll get Beth to check in and share some answers.