The document provides information about an upcoming Learning & Development Summit being held by ITOL Central Eastern Europe. The one day summit will feature international speakers discussing topics like creating a learning culture and developing talent. Attendees will be able to participate in workshops on subjects such as measuring learning impact and using competencies to support organizational needs. The goal of the summit is to promote lifelong learning at both the organizational and individual level in Romania and the EU.

1. www.itol.ro

2. ITOL CENTRAL EASTERN EUROPE
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• encourages people success through learning
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national, regional and international development projects; leading conference
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competency market. ITOL is internationally recognised as the professional body of first
choice for those specialising in training, development and occupational learning. ITOL CEE
is a member of The Learning Teaching Network.

3. WELCOME@ITOL
Creating the Successful Learning Organization
It is clear that our time ITOL develops, administers
belongs to information and and maintains various learning
learning. Since learning initiatives for organizations of
became a primary way to build all kinds and sizes; forming a Achieve a learning culture through:
organization’s strengths, it is collaborative partnership in » Learning Consultancy
important to create a learning your learning enterprise is an » Learning & Development Qualifications
organization on a firm effective method to get ROI on » Networking of the Communities of Learning &
foundation, focused on critical learning and focus on your Practice
strategic issues and aligned core competencies, improve » Coaching, Mentoring and Learning for Performance
with your business strategy. the results of your training » Learning events
We take a much closer look at function. Our main goal is to
the learning structure of the provide insights and methods
organization now, as the for creating a learning culture. Key dimensions of successful learning:
economic environment is » Culture
changing. A successful » Integration of learning with performance
learning enterprise should not management, even reward
only build competency, but » Expertise in career development programmes
develop it effectively and » Ability to share and reuse content
efficiently. » Ability to blend e-learning with other learning
The foundation for learning formulas
strategy should always be your » Expertise in mentoring and coaching
business. Knowledge and skills » Adoption of performance and development
that are not applied on the job management
reflect training money wasted. » Building a business plan for learning
Attributes for the Learning & Development practitioners of the future
Curiosity to get into the heart of the problem, understand how the organizations operate, ensure that people
can deliver higher products and services
Courage to ask difficult questions and to offer solutions that demand change
Flexibility - as the pace of change accelerates, we all need to learn, unlearn and relearn in order to survive.

4. Learning & Development Summit is an annual event, dedicated to all
the stakeholders in the field of Lifelong Learning in Romania and the
EU.
The event aims at raising awareness towards a culture of learning, at
both organisational and individual level. The special workshops and
guests will enhance discussions, debates and projects dedicated to
learning, involving different actors of the Lifelong Learning field in
Romania.
5 international experts from UK, USA, Sweden, representing renowned
organisations (Achieve Global, Learning Teacher Network LTN, Institute
of Training and Occupational Learning ITOL, The Chartered Institute of
Personnel and Development CIPD) will offer practical instruments,
results and reports from the latest ale research projects in Learning &
Talent Development. Their colleagues from Romania, representing
Evolutiv Consultants Network, The Learning Business TLB,
AchieveGlobal - ROI Institute will also facilitate a series of
interactive workshops.
2012 is the year of LifeLong Learning for ITOL. We need more than
ever an integrated effort to create a powerful network of learning and
professional communities, a network that enables an organic and
sustainable development.
Agenda - 29th of March 2012
08.30 - 09.00 • Arrival and registration. First 13.30 - 14.30 Networking lunch
networking session 14.30 - 16.00 • Session II. Parallel workshops.
09.00 - 11.30 • Introductory Speech Roxana Mocanu, International speakers.
ITOL. Learning Organisation. International Panel • Train people to train themselves (Harry Bundred,
12.00 - 13.30 • Session I. Parallel workshops ITOL)
• ROI - Measuring the impact of learning (Alexandra • Talent development priorities for a 'change-ready'
Lițu, ROI Institute - AchieveGlobal) business (Dr. Valerie Anderson, University of
• Learning Myths (Marius Brașoveanu, The Learning Portsmouth Business School)
Business) 16.30 - 18.00 • Session III. Parallel workshops.
• Using competencies to support organisational needs International speakers
(Gigi Andrieș, Evolutiv Consultants Network) • Magnus Persson, The Learning Teacher Network
• From learning plan to learning budget (Perry Timms,
Big Lottery Fund UK)

5. Speakers@ Learning & Development Summit
Valerie Anderson, University of Portsmouth Business Harry Bundred, ITOL
School
Valerie (Chartered MCIPD, BA (Hons), M.Ed, PhD) is a "Learning and Development is the new ‘game’, L&D
Principal Lecturer in HRM at the University of being about: learning, connecting, innovating and
Portsmouth Business School. She is a recognised changing."
academic expert in issues relating to the strategic value Harry Bundred changed his career and training is his
and evaluation of HR activities; the use of measures and second profession since twenty years ago. He
metrics in HR, and the role of line managers in HR. She embraced it fully and from free-lancer he became the
is a committed ‘practitioner-researcher’ seeking to Managing Director of the Rhema Group(between 1998
exploit the best of HR theory and practice to deliver HR and 2005), a company founded in 1985, now a leading
effectiveness in organisations. Valerie acted as a provider of training, coaching and personal
methods advisor to CIPD for their land-mark Shaping development resources worldwide.
the Future Project in 2008-10, the project where the Harry Bundred is the director of the Institute of
Romanian HR community had its own contribution. Training and Occupational Learning since 2005 and has
Prior to her career in Universities Valerie gained contributed immensely to its growth and international
extensive management and consultancy experience awareness.
working with public and private sector organisations. He has worked with organisations from every sector of
In addition to writing for scholarly journals and books industry, commerce, local and national government,
she has developed many practical tools and fact sheets not-for-profit organisations and the Armed Forces in
for practitioners to use, four of which were produced as Europe, Middle East, North Africa, Asia, North America
part of the CIPD Shaping the Future project and which and Australia.
focused on: Engagement; Alignment; Metrics and ITOL has started his journey as the UK’s elite
Measures, and Talent and Capability Management. She professional body for trainers and L&D Professionals,
is the author of the CIPD textbook Research Methods in ten years ago, when the UK government granted
HRM. ‘Institute’ status. The international centers represent
ITOL in more than 30 countries of the world.
ITOL is recognised as the premier organisation for
everyone involved in the world of learning and
education with a global impact and a rapid international
growth.

6. Speakers@ Learning & Development Summit
Magnus Persson, The Learning Teacher Network Peter Strupp, AchieveGlobal
Magnus Persson is a former head teacher and now for Peter Strupp is AchieveGlobal CEE partner. He's a
seven years Senior Manager at the Directorate of graduate of Harvard Business School and currently
Education in Karlstad, Sweden, with specific assignment Co-Chairman of the American Chamber of Commerce -
on quality management in education and international Employee and Labor Committee and on the Executive
affairs. Since 2002 he is the Coordinator of the Learning Committee of Young Presidents' Organisation (YPO) in
Teacher Network, a European network and association. Warsaw, Poland.
Magnus Persson has been engaged in centralised From 1989 to 1991, Mr. Strupp worked for Constellation
European projects for 15 years and has wide experience Bancorp as an International Trade Specialist and Credit
in EU policy and educational programmes, project Analyst in Woodbridge, N.J., USA. He moved to
management, and international networking. He was Warsaw, Poland in 1991 with the Polish-American
editor of a trilogy of books on the future role of the Enterprise Fund (now named “Enterprise Investors”) a
European teacher and is member of editorial boards for $240 million private equity fund. He taught hundreds of
the network's magazine and academic journal. Persson commercial bankers in credit policy, international trade
is member of the UNESCO Chair's reference group to finance, project finance, loan procedures and corporate
re-orient teacher education to sustainable development. credit analysis in BRE Bank, Polish Development Bank
On national level in Sweden he has been involved in (PBR), The National Economic Bank (BGK), Bank PKO
local government bilateral projects with Turkey and with BP, BOŚ Bank among many others.
initiatives related to education for sustainable He became President of the Board of United Business
development (ESD). Development in 2005 and has since converted the
The Learning Teacher Network is a European, company into a joint stock company. The focus of the
educational, non-profit association working within the company that has now operations in Poland, Romania,
EU Lifelong Learning Porgramme on Education for the Czech Republic, Serbia and Turkey is diagnostics,
lifelong learning, Education for all, and Education for facilitation, coaching and training on organizational
sustainable development (ESD). Originating as a culture change and leadership development. He is now
Comenius 3 network funded by the Commission, since a Board of Management member and the major
2006 the network is member-based and one of few shareholder of the company.
sustained EU networks in education and training. The In 2010-2011, Mr. Strupp created a Human Resources
Learning Teacher Network arranges international Professional Development (HRPD) Program for HR
conferences and European training courses, produces a professionals in cooperation with the American
quarterly illustrated magazine targeting schools and an Chamber of Commerce in Poland.
academic journal, and mentors the creation of new
European projects.

7. Speakers@ Learning & Development Summit
Perry Timms, Big Lottery Fund UK
Perry introduces himself as "the most passionate and
enthusiastic HR practitioner you’re ever likely to
meet...!" In 2006 he started working with Big Lottery
Fund UK and since 2008 he has been Head of Talent &
Organisational Development.
He is a Chartered Member of the CIPD, has a range of
experiences having held leadership positions across
different business roles around HR/Organisational
Development, Business Transformation and IT change.
He has designed and built Talent strategies and he has
led Talent, Learning & Development and OD teams in
the design and delivery of a range of key activities
covering core business, improving performance,
coaching, talent management, developing leaders and
employee engagement. He is a qualified Executive
Coach specialising in high-potential staff, Directors and
Senior Managers and he has been a speaker for CIPD
conferences, for Henley Business School, Harvey Nash
and at a number of leadership and talent development
conferences and seminars.

8. Partners@ Learning & Development Summit
AchieveGlobal The Learning Business – TLB - learning &
With offices in USA, Europe, Asia and Africa, development consultants
AchieveGlobal is present in over 70 countries, being one TLB is a Learning&Development company that enjoys
of the world leaders in the training and consultancy doing things DIFFERENTLY (www.TLB.ro). It works with
industry. The organization has global reach and uses its emotions, joy, courage, curiosity and fun for helping
40 years of experience to deliver transformational people find out new things about themselves and
leadership, sales, and service programs. supporting them to transform at a profound level for
fulfilling, step by step, the promise of their potential.
For over 15 years in Romania, AchieveGlobal is TLB team believes in beauty, perfection and quality.
developing individuals, teams, organisations and is
contributing to the growth of the business community Marius D. Brasoveanu, The Learning Business
and of the business environment, with the help of more
than 150 trainers certified with AchieveGlobal’s Creator of training, teambuilding and personal
methodology. The company is a corporate member of development programmes. Tutor for CIPD and ITOL
ITOL - Institute of Training and Occupational Learning international certifications. Trainer. Fellow ITOL. Director
since 2011. of the TLB company (www.TLB.ro).
Marius believes that what you are matters much more
Alecsandra Litu, ROI Institute - AchieveGlobal than what you have. And for adding value to your life,
you have to continuously learn. Because life is a
Alecsandra joined AchieveGlobal in 2006 and is now journey, not a destination. When not in training, you can
Trainer and Consultant. She has a strong passion for find him descending a water canyon on a rope, diving
both individual and organisational development and has under the sea, caving, climbing mountains or exploring
an active role in developing and implementing solutions exciting places.
for a wide variety of clients.
Her journey started in Learning & Development almost
10 years ago working as a HR coordinator for an NGO.
The switch to banking, where she held the position of
Training Consultant, helped her gain awareness of the
return on investment approach and hands-on
experience with performance management and
development systems. By becoming in charge of the
ROI Institute within AchieveGlobal Romania, Alecsandra
has leveraged her previous exposure to the business
sector as well as her experience with people
development projects.

9. Partners@ Learning & Development Summit
EVOLUTIV Consultants Network Gigi created and delivered training and coaching
Through their network of consultants, EVOLUTIV programmes for organisations from every sector of
accompanies big, medium and small sized industry: banking, insurrance, IT, automotive, medical,
organizations, on medium and long term, in their steel industry, FMCG, mechanical, food&beverages,
pursuit for growing the levels of performance, efficiency constructions, etc.
and sustainability. He says that for him and his colleagues from EVOLUTIV
Evolutiv believes that “hard skills” professional training Consultants Network: "learning means the permanent
must be combined with “soft skills” training in order to battle of not letting life to pass by".
achieve authentic alignment with the mission, the values
and the business strategy of the team and the
organization.
The company is a corporate member of ITOL - Institute
of Training and Occupational Learning since 2010.
Gigi Andries, EVOLUTIV Consultants Network
Senior Trainer and Consultant in organisational
development with EVOLUTIV Consultants Network, Gigi
is certified for delivering the programmes Buying
Facilitation (USA), NLP Practice and Coaching
Fundamentals, Six Thinking Hats-DeBono. He graduated
the Diploma in Management from the Open University
Business School, the Diploma in Training Management
and Organisational Learning from ITOL, he is an ITOL
Fellow and he is trainer and consultant for Leadership,
Organizational Strategy, Performance Management,
Management for Development and Change.
He managed the training and consultancy department
of CODECS from 2004 to 2007 and since 2007 he has
founded together with other 8 colleagues Evolutiv
Consultants Network, a company that is now a member
of ITOL.

10. "Education makes sense because women and men learn that through learning they can make and remake
themselves, because women and men are able to take responsibility for themselves as beings capable of knowing —
of knowing that they know and knowing that they don't" (Friere)
Why join ITOL as a corporate member?
Standard Premium
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11. ITOL. Award International Qualifications in
Learning & Development
Learning and Development is potentially a powerful strategic function. It can make a major
contribution to organizational, group and individual effectiveness - and lead to increase
efficiency, growth and success.
Good trainers need to know how to identify learning needs, plan effective development
strategies, design and deliver innovative programs that make real impact on bottom-line results.
Additionally, they are likely to need first-rate communication skills, tenacity, diplomacy and
enthusiasm.
Certificate in Training & Development - Ideal for trainers and consultants (2-3 years
experience) who wish to acquire an in-depth and thorough understanding of the learning cycle
and the fundamentals of learning and development consultancy.
Diploma in Training Management & Organisational Learning – for Training Managers
and Learning Coordinators who act as L&D consultants internally or externally, and wish to
develop higher abilities and have greater impact in the organization.
On completion of the blended learning program, you will be able to:
• Build self confidence and trust of assuming your role as consultant, facilitator and
strategic business partner
• Describe the complete learning cycle from the analysis of training needs through to
the evaluation of training interventions
• Identify training needs at an organisational, group and individual learning process,
learner and trainer styles and appropriate supporting technologies and resources
• Use your knowledge and skills to choose, construct, implement and analyse evaluation
and assessment measures
• Make use of the latest technological opportunities to blend e-learning strategies with
more traditional methods
• Engage the L&D function to support organizational change

12. ITOL. Award International Qualifications in
Learning & Development
Unparalleled quality
• firmly based on the latest thinking and best practice
• developed by subject experts who continually consult
other respected practitioners and acclaimed academics to Diploma in Training Management
make sure the program is just right and Organisational Learning Licentiate ITOL
Exceptional personal tutor support
• our tutors are carefully selected for their expertise in the
3SCO Certificate in Training
subject area and ability to facilitate the very best training
Unique blended approach and greater flexibility & Development Member ITOL
• reflecting the increasing importance of e-learning, the
program enables students to become familiar with the 3MTR 4PDL
basic concepts as well as to access the latest Foundation
developments in technology
• students have access to the dedicated VLE (virtual
learning environment), allowing them to experience 6PJ 4BLN 3DEP 3LNA 3ELA 6CFS
blended learning by themselves
Train people to train themselves
• 113 training topics ready-to-be-delivered (People 4DEP – Understanding organizations and the role of L&D
Alchemy transferable license) 4LNA – Undertaking a Learning Needs Analysis
• exclusive access to comprehensive online resources via 3ELA – Evaluating L&D Activities
our dedicated ITOL website 6CFS – Consultancy. Facilitation
Get the recognition you deserve through professional 4PDL – Preparing, Designing and Delivering L&D Activities
4BLN – NEW! E-learning and blended learning
membership
3SCO – Supporting change within organizations
• ITOL recognizes professional competence and the impact 3MTR – Managing Training Resources
that professionals are making in the workplace based on 6PJ – Work-based project
what they know and what they do: Assoc / Lic ITOL / Certificate in Training and Development:
MITOL / FITOL– letters after your name DEP, LNA, ELA, CFS, PDL, BLN
Gain credibility and further skills by getting access to our Diploma in Training Management and Organizational Learning:
DEP, LNA, CFS, SCO, MTR, PJ
Diploma in Training Management & Organizational
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Run regularly, they provide the ideal opportunity to discover if a qualification is right for you.
By attending an open evening, you could receive a discount of up to €300 off the price of your chosen qualification program.

13. It’s cool to be ITOL
testimonials from participants
Certificate in Training and Development
Teodora Graur, MITOL Flaviu Pop, MITOL, AssocCIPD Daniela Penescu, MITOL
In a few words, studying for the The one thing I treasured above What I have treasured most
Certificate was a valuable and all during the ITOL programme during the Certificate in Training
insightful learning experience for was the openness; not only the and Development programme was
me. Apart from gaining access to implicit openness towards a career the module held by Magister Ludi
useful learning resources that as International Trainer, but also Marian Stas – “The Art and
helped me strengthen my the “mind opening” sessions with Mastery of the Glassbeads Game”;
knowledge on the subject, I had the ITOL tutors, on how the world I won’t give other details because
the opportunity to interact with goes round, on how you can touch the joy of the discovery is
many professionals in the field of people’ souls. priceless for the new participants.
Learning & Development, both Of course, once you have The practical side of the
students and tutors. For me, this understood the “How to?”, the programme is that of structuring
interaction was really enriching as right inner attitude, the fearless all the information we knew and
it challenged me to reflect on past speech and coherence of ideas are discovered during the course in
learning experiences and to just so many assets that stay with the bigger framework of
improve my way of designing you ever after. Learning&Development.
activities for adult learners.

14. It’s cool to be with ITOL
testimonials from participants
Diploma in Training Management and Organisational Learning
Laura Agapin, LicITOL Oana Condruz, LicITOL Ruxandra Hanea, LicITOL Roberta Ioachim, LicITOL
For me the Diploma in Training What I liked most was that ITOL holds a high standard that is I didn’t sign up for this
Management and Organisational through the programme I learned needed for the training profession programme – my colleague
Learning represents a life not only new concepts in the field in Romania. For me, besides convinced me that it was an
changing experience, the moment of Learning&Development, but systemising information, opportunity and I said yes. So…
when I understood that there is how to use them in practice and improving skills and everything kind of started with the
always a next step, a next level in how to “juggle” with them in my competencies, the programme wrong foot because I was
personal and professional professional day to day life. meant the opportunity of meeting complaining about the
development and that the Moreover, the programme helped other professionals in the field of face-to-face workshops (imagine
challenge of taking everything to me understand better my role in Learning & Development eager to having two small kids and a lot of
the next level is fascinating. the organisation and consolidated hold this high standard in activities for the weekend) and I
The discovery facilitated by the my position as a “L&D Romania. had mixed expectations (I have
program was that all my professional”. more than 12 years of experience
experience in education, teaching in training).
and training has to have a I gladly recommend the I was definitely surprised and I
Learning & Development approach programme for the joy of meeting felt constantly the thirst for
in order to produce a systemic professionals in your field, people knowledge, for going deeper in all
change in my current role. that share their experiences and the subjects we debated.
expertise, for living an intense and Everything was exciting, things
I thank ITOL for the most valuable enriching learning experience and, were presented from a different
learning experience I had so far, of course, for gaining international perspective, that I didn’t consider
for being serious, for holding high recognition and an international before.
intellectual and professional qualification. The programme showed me a
standards! broader view on the role and the
influence that a responsible and
dedicated L&D professional can
have in a company.
This is why I consider that this
programme is a must-have for
those who wish to define their
identity and to gain an added
value, as individuals and as a
defining part of their organisation.

15. It’s cool to be with ITOL
testimonials from participants
Diploma in Training Management and Organisational Learning
Ioana Predescu, LicITOL, Gabriela Solomon, LicITOL
AssocCIPD
The Diploma in Training Every new piece of information,
Management and Organisational the discussions with the
Learning programme meant for colleagues and tutors helped me
me the confirmation that my “re-learn” that the more I know,
motto “BusinessHR” exists and is the more I realise how much I
reachable. don’t know. The debates and the
During the 6 months, I learned practical examples helped me put
that the competency level of the things in a new perspective and
employees is a key factor for brought the certainty that learning
business success. I knew this and facilitating learning is a key to
instinctively, but now I can bring success for individuals and
arguments in a business language organizations. I “learned” that the
and this defines me as an HR L&D practitioner should set an
practitioner. I enjoyed every example as a “lifelong learner”.
second with the tutors, all the For me, finishing the graduation
materials and the feedback forms project was a lesson about
that helped me improve and learn self-development and about the
something new from each amazing value that people have in
assessment. designing a learning experience.
I am glad I choose ITOL and I am ITOL’s motto “We are committed
waiting more of our colleagues to to your success!” was present
join us! during the most difficult moments,
as well as during the successful
ones.

16. "Education makes sense because women and men learn that through learning they can make and remake
themselves, because women and men are able to take responsibility for themselves as beings capable of knowing —
of knowing that they know and knowing that they don't" (Friere)
Why choose an ITOL individual membership?
Associate Member Licentiate Fellow
Member MITOL Member FITOL
Assoc ITOL LicITOL
Enhance your professional visibility and credibility
Use the ITOL Post Nominal Letters on your business card or electronic signature
Discounts for Learning & Development Summit, learning events and qualifications
People Alchemy: online Management Resources database to help you design training courses, on over 130 topics
3 Free L&D Magazines: Free access to learning resources:
• Global Training Manager • ITOL Glossary of Learning Terms
• Coaching & Mentoring Magazine • Academic articles
• Training & Learning Magazine • ITOL E-Books Download Library
FREE Membership for Life
The Institute of Training and Occupational Learning wants you to share our growing success. If you
introduce three new members in any one calendar year we will refund your membership fees for that
year. What that means is, if you continually contribute to our growth, you could receive free
membership for life!
Publishing your articles or books, either electronically or in print version under ITOL
10% Discount 10% off for
for ITOL Award Qualifications CIPD qualifications
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Discounts on books and learning materials
218 euro/year
Please contact Teodora Graur, ITOL's Head of Membership to join ITOL as an individual member today, at
+40 021 314 88 00, itol@itol.ro

17. ITOL Case Study
The DNA of Performance and Learning
Coaching and Mentoring for Sustaining a Top Executive Job Rotation Project
Roxana Mocanu, FITOL, MBA, Assoc CIPD
Teodora Graur, MITOL
A unique job rotation project, European and national context
designed for a distribution
pharmaceutical company, gave HR "Rotation has been seen to have a lot of benefit in raising the versatility of the
the opportunity to collaborate with organization, lengthening the attention span of current employees, and socializing in
the General Manager. Three top other areas of the business," said Samuel Bright, Forrester Research analyst, Staffing
executives, members of the Board and Careers, author of the February 2007 report, IT Job Rotation -- Still A Long Way To
of directors (Finance Manager, Go.1
National Sales Manager and
Logistics Manager) had changed In Romania, mentoring and coaching interventions have gained a new place in the
their role in 2010; despite the learning and development landscape; four dedicated schools and several coaching
recession and the risk of the associations are developing specific skills to professionals and managers; organizations
project, they burst the business are interested to support performance through internal or external coaching. A recent
figures (turnover, profit margin, survey made by ARC envisaged that banking, insurance, real estate; commerce,
working capital, market share) distribution; manufacturing, telecom and IT allocate the most significant budgets on
and improved capabilities and coaching.2 (Coaching interest in Romania, ARC, 2010)
behaviors. ITOL designed the
individual and team coaching and
mentoring sessions, the 3 parties
success contract and as a L&D
consultant we measured behaviors
before and after the project. Major
structural changes have been
developed during the project as
well as a meaningful learning
process
Fig. 1 The incidence of Job rotation in Europe (EWCS 200-2001)
1 http://www.eurofound.europa.eu/ewco/reports/TN0507TR01/TN0507TR01_5.htm
2 http://www.coaching-arc.ro/assets/media/RaportARC.pdf

18. Approach
Outlining the training, coaching & mentoring approach and strategies adopted;
Introducing structural or HRM innovation in enterprises often leads to the need for change management
and restructuring. The social costs associated with restructuring can be high, resulting in large-scale
redundancies and even the decline of particular sectors or regions, affected by job losses. When discussing
innovation, it is important to consider this, and to search for approaches on how enterprises can respond
imaginatively to restructuring needs to minimize not only social costs, but also losses for the enterprise.
The solution we have chosen was considered creative but risky – to rotate three of the top managers,
members of the executive board: the Finance Manager, the Quality Manager and the Logistics Manager and
to cover the vacant National Sales Manager position. ITOL acted as an external consultant to design and
implement the project and to prepare and deliver the start and ending presentation in front of the mother
company.
Job Rotation Project’s Scope & Objectives
Scope:
Secure the business performance sustainability in 2010 and build the foundation for 2011-2012
performance.
Objectives:
7.1 develop a new structure of the organization which should be able to answer the new strategic
business needs: prepare a flexible and innovative organizational structure, emphasize the logistical
services, target the number one position in top distributors;
7.2 expand the exposure of the three top executives: the FM Finance Manager took the position of the Fig. 2 Job Rotation Model at
Top Management level
NSM National Sales Manager, the LM Logistics Manager took the role of the FM, and the Quality
Manager took the role of the LM (see Fig. 2)
7.3 secure the risk of the project and cover the development of the three job rotated JR managers
through a dedicated coaching and mentoring programme, with impact in the eight areas of
sustainable organization performance (see Fig. 3)
Alignment
Shared purpose
Capability building
Agility
Short-long term
Assessment and evaluation
Locus of engagement
Leadership Fig. 3 The 8 areas of sustainable
organizational performance

19. Target group, specifying what type of in-company learning is targeted: the top management of the company, level one (3
members of the executive board) and level two.
Innovation, illustrating the initiatives ’innovative elements’;
4.1 innovative solutions in the distribution activity in the field of finance, sales and logistics.
Organic growth approach:
a. Individual b. Team c. Organization
4.2 PDP Personal Development Plan
4.3 the project risk has been secured through:
individual and team coaching and mentoring program: every JR got a mentor from within the organization, the GM ;
individual and team coaching sessions have been provided by ITOL, according to the their needs;
close business performance KPI monitoring followed by feed forward sessions.
Funding arrangements: the JR project has been sponsored by the organization, the Learning & Development budget.
Partnership arrangements: ITOL and EPH partnered for the success of the project.
Content, offering more details on the content of the initiative according to the type of measure being undertaken;
Main purpose: cover a recession period with a ingenuous method of preparing for the upturn and a new strategic era, invest
in people development and increase the turnover and the market share.
Fig. 4 Coaching and Mentoring Mix
Fig. 5 Behaviors/ Sustainable Organizational Performance Matrix

20. Tactics:
• identify and cover the behavioral gaps;
• agree on a three party “Success contract”: a contract between three parties (the organization, the participant, the
counselor/the mentor) signed before the start of the programme, by which the parties express their commitment to the Job
Rotation project;
• elaborate and implement a Specific Development Plan of the participants;
monitor individual and business performance;
• manage the learning process in the organization;
• implement the team and individual mentoring and coaching programme at the level of everyone involved in the job rotation
process (see Fig. 6);
• share the wisdom and lessons learnt in the project with the professional and the business community: articles,
conferences, case study.
Valeria, Logistics Manager: “I was going from a small team to a complex one, I had unlimited
support from Doru. Wishing to take over the information and this posed the risk of also taking over
his style, so I decided to let it go. I did want to keep everything clear, transparent and simple”
Insights:
I. About the company
Fig. 6 The context of the mentoring and coaching intervention
Europharm Distributie, part of GlaxoSmithKline is one of the main pharmaceutical and
cosmetics products distributor and logistics services provider in Romania, with national
III. The context of the project:
coverage and a wide portfolio of products.
In figures, Europharm has 440 employees, 11 warehouses for direct distribution, a
• In 2009 Europharm held the 5th place on the
portfolio of over 3.800 SKUs, over 75 suppliers of pharmaceutical and cosmetic products
pharmaceutical distributors market
locally and internationally, and a 8.69% Retail market share in 2010. It ranks the 4th
• The company benefits of know-how, reputation
place in the Romanian top distributors.
and business growth over the industry average
The logistics network comprises of 10 main working points (Bucuresti, Baia Mare, Brasov,
• There is a need to stimulate the growth of the
Craiova, Cluj, Galati, Sibiu, Iasi, Suceava, and Timisoara) and two warehouses dedicated
individual performance curve
to logistics services in Bucharest. The logistics services it provides are storage, handling,
picking, deliveries, logistic services for clinical studies, samples distribution, recall &
IV. Strategic business objectives:
returns management.
• Reaching 3rd place in the pharmaceutical
II.Vision. Mission. Strategy
distribution market by 2012
• Releasing the growth and development potential of
The vision and mission of Europharm Distribution is to become the 3rd pharmaceuticals
employees, stimulating the crossing of
distributor on the Romanian market by 2012 and a 360 degrees leader. Its strategy
organizational and individual performance limits
employs focusing on independent pharmacy.
• Increasing the market share by 5% by rethinking
the distribution activity and the partnership with the
Values: respect for people, customer focus, transparency and integrity.
clients, tripling 2009 profit margin and sales by
Behaviors: continuous improvement, flexible thinking, customer focus, developing
2012
people, enabling & driving change and building relationships.

21. V. Doing the Job Rotation Project
The solution to achieving the strategic business objectives was to undergo a bold Job Rotation project at Executive level,
organizational learning and people development. The implementation period was 1 January – 31 December 2010.
VI. Steps followed:
1.Identifying 3 key positions to be rotated, with a major impact in restructuring and growing the business
2.Choosing an external consultant with expertise and thorough knowledge of the industry
3.Designing the job rotation process
4.Sustaining the process through an external consultancy project: consultancy on the process, defining and measuring the
performance indicators, individual and team coaching sessions, close monitoring of the financial results Grațiela Simionescu,
5.The monitoring was made on two coordinates: business – financial results and people development – their behaviors have HR Manager:
registered a growth in both the potential areas and the “areas to be improved” areas. “I had to act as a business person in a
6.Summarizing the lessons learned. To unleash the true potential of the job rotation process a planned system has been strategic HR environment.”
designed with ITOL Institute of Training and Occupational Learning as an external consultant, in place with the policy, taking
into account:
• Organizational interests – employee commitment, attrition rates, specific business issues
• Eligibility of the employees – qualification, prior experience, aptitude, competence
• Nature – mandatory or voluntary
• Duration
• Basis of selection
In the absence of the aspects brought out above, there is every possibility that the seriousness with which the job rotation
scheme is implemented in the company may get diluted and become a cause of sagging employee motivation.
HR has taken a strategic role in the organization redesign and the ownership of the project. The Job Rotation created a rich
learning environment for teams, individuals and the organization and put the executive board in the positions of generating
new knowledge through the hierarchy.
VII. Business Achievements:
The business targets to get in 2010 were:
• profit: €19.3M,
• turnover: €213M,
• market share: 8.7%,
• gross margin: 5.9%;
Margareta Mareș,
In terms of business performance, the JR project has led to a turnover of 576 mil. EUR, a market share increase General Manager:
too and the tripling of the profit margin in 2010 as compared to 2009.
“I am a leader who adapts to the need
of the individuals I work with”.

22. MARKET
SHARE SALES
Fig. 7 & 8 Business targets for 2010 and achievements after the JR
VIII. Key lessons:
• There's no better way to learn something than to get hands-on experience.
• The job satisfaction, the motivation, and genuine commitment to the organization business objectives will increase.
• Strategically rotating the top management will create a pool of leadership, business competencies and knowledge for the
future of the company.
IX. Dissemination activities:
• Case study
• Participation into the local case studies contest
• Bilingual article to be published in the HR Management, in Romanian, and ITOL Coaching Magazine, in English
ITOL’ s members newsletter
• 18th EMCC International Conference, Paris, 2011
• Complimentarily offered to all participants of the Learning & Development Summit III

23. NEW@ITOL
EMCC Accredited Programmes
Certificate in Mentoring
What is mentoring?
“Mentoring is a helping relationship based on an exchange of knowledge, experience and good-
will. Mentors help someone less experienced gain confidence, clearer purpose, insight, and
wisdom. In developmental mentoring, the mentor, too, is changed by the relationship.”
"No other developmental intervention has such a significant impact as mentoring does on
retention, career success and talent management. It’s hard to find a truly successful person,
who didn’t have the benefit of one."
Prof. David Clutterbuck, 18-19 October 2012, Bucharest
In-house Mentoring Interventions
Mentoring programmes are often put in place for the entire organisation with a general focus on:
• Talent Pools
• Enabling mutual learning
• Increasing confidence
• Encouraging reflective practice
• Diversity Groups
• Women Returning to Work
• Group Mentoring
• CSR Agenda
• Reverse Mentoring
• Online Mentoring
• Mentoring Master Class

24. www.itol.ro
ITOL Central Eastern Europe
Carol Davila nr. 99, etaj 2, Sector 5,
Bucuresti, 050453 Romania
t. +40 021 314 88 00 f. +40 021 314 88 01
e. itol@itol.ro