How did this company support your career growth?

Hi, we have a 70:20:10 learning model which stipulates 70% of an employee's development comes from on-the-job experiences, 20% from relationships & networking and 10% from formal training experiences. Employees own their development and can count on their Line Manager to provide support for success in their current role and their career aspirations. In addition, they can count on HR support and the available resources in the Learning & Development Hub to give a boost to their personal development. Also, the NokiaEDU training center is offering a wide range of training and learning opportunities to the employees.

Hi Nayan,

Before coming to Nokia I thought there is a standardized career path - do the job and get promoted. However, Nokia helped me to understand that career is not only about working more, but rather about getting diverse experience, learning new skills, adapting and developing yourself in various areas. In that way, one career is definitely not equal to another.

Nokia supports our careers and personal development by giving us a certain freedom to choose where we want to develop and providing opportunities for that. In particular, besides my regular job description, I (and other Nokia colleagues) am always encouraged to engage in projects or activities that are linked to the areas that interest me - be it proposing and leading an initiative to develop soft/leadership skills or participating in a specific project to gain competence and broaden my knowledge & network.

This approach helps us explore our interests and encourages to look for areas where we can improve and learn the most. On top of that, Nokia also offers formal coaching for those who are serious about advancing their careers and want a second pair of eyes on their personal and professional development.

Hi, Nayan,
Nokia provides me a very good environment to support my career development. What I feel very helpful is that I could share my thinking about my personal development plan with my direct line manager. At Nokia, we have a practice of regular one to one talks between the line manager and the employee. During the dialogue not only current working status is covered, but also a personal development plan is discussed. The employees can share openly about further areas of interest and projects and we are encouraged to learn more and try more. It's quite often that we contribute to other projects which support our personal development, and internally there are many learning resources we can get from NokiaEDU (Our learning and development center). Mentorship and coaching are also part of our culture. We have well-trained coaches around the globe and each and everyone can decide to benefit from the coaching sessions.
And I love that Nokia provides an internal job market platform, all internal open positions are visible for employees. After working in the current position for 2-3 years, it's supported for us to internal transfer to another position which you think could both benefit the company and your development. I tried different positions because of the open internal opportunities, it really supports my career development.

Hi Namrata,
We have a great variety of career paths, all of us define our development plan with our manager every year and we review the progress every three months. We can also select a learning path from a different area that interests us.

Hello,
In Nokia we have a specific program for career and personal development. Though different tools and materials we receive support to achieve our development objectives. With this plan you can improve your performance in your current job as well as help to reach your long-term career aspiration.

Hi,
I would add that everyone is responsible for their development and growth - and the term life-long learning, linked strongly to our company value of Renewal is true in any position, in any given life-phase in Nokia.
We have a personal development plan in place, tied to our goals and the dialogues with our line managers, a plan we drive - to reflect also our development needs and actions.
We even get recognized for our learning through a special system, which encourages us to spend time on training, learning in many forms: from peers, colleagues, online and face-to-face courses, buddies, coaches, mentors, and so forth.

Hi, to complement what my colleagues have shared, I would add that learning and renewal is an integral part of our culture. Continuous learning is one of Nokia’s set of core principles that drives who we are as a company. We are committed to enabling our employees, customers, and partners to grow professionally and achieve peak levels of performance. Learning at Nokia is far more than compliance training for employees or something you fit in when you have extra time. Today, continually enhancing one’s knowledge and skillsets is a business essential, a talent acquisition, and retention strategy and a competitive advantage for us. 
We have our inhouse university: NokiaEDU. NokiaEDU is our premier organization for continuous learning and professional development. The organization offers hundreds of training courses for our employees, customers and partners to help them succeed in achieving their business objectives. Recently we have further significantly increased our investment in LinkedIn learning licenses for our employees globally as one example of our continuous commitment to learning and development.

Hello Prabhjot,
Great question, our programs are designed very carefully with the intention of developing new talents and create internal opportunities for them. We have career paths for all our different areas.

Yes. It is essential for an organization's growth.
And that was a quick reply, and it's surely a great initiatives that is giving a platform to individuals to come and have more understanding of Nokia as an organization.

Hi, thank you for the great question. For us, in Nokia, it is very important to encourage, develop, and grow our young talents and recruit them to all different positions according to their capabilities. Much of this responsibility is within the line managers to support the people who have the passion and drive to seek different things. We also have our young professionals groups who are active together and developing our organizations from their own perspective and who are present in our different leadership teams to make their voices heard. So we are doing a lot and young people are one of our focus groups which we want to grow together.

Hi, Veer,
Absolutely. We have a strong mentor community at Nokia, with mentoring available to all our employees. Topics range from presentation, communication to business-technical themes, and mentoring plays a key role in career and professional development, as well as learning with & through others.
As you've rightly said, young professionals can greatly benefit from mentoring - and mentors are also seen as our culture ambassadors. We also see that reverse mentoring has significant potential in all companies.

Hi Veer – Thank you for asking this important question. Nokia makes available to its employees a number of proven information, instrumentation, and motivational means to enhance individuals’ workplace performance and job satisfaction. Among these performance improvement offerings is the Nokia Mentoring program where the mentor supports, guides, encourages, and shares knowledge and experience with the Mentee. Prospective Mentees select their “best fit” Mentor from the Nokia Mentor Directory – which provides a catalog of Nokia colleagues who have volunteered and trained to help support you as a Mentor. Within the Nokia Mentoring program, Mentees are expected to (1) drive the mentoring relationship, (2) set the focus for their mentoring, (3) share their own development goals and practical development needs, (4) schedule the mentoring meetings, and (5) offer feedback to the Mentor during the mentoring process. Thank you again for your question.