2. CASE INTRODUCTION
Case is focusing on DEVELOPMENT,
IMPLEMENTATION & EVALUATION of new
training program i.e,PDP program.
Issues mentioned in case- PDP implementation,
workers involved in training,overall concerns for line
managers.
PDP program his its own pros and cons.
Main objective of PDP program is to attract & recruit
highly talented graduates & also to provide them broad
exposure to the corporate world.
3. COMPANY INTRODUCTION
SUPERVALU,Inc., is a company with annual sales
of $17.4billion and 50,000 full time & part time
employees.
It is Leading food distribution company and 12th
largest food retailer.
Company was seeking growth in both the wholesale
and retail sectors by acquisitions and by internal
growth.
They also acquired there rivals RICHFOOD
holdings.
4. MISSION STATEMENT
To be a world class DISTRIBUTOR and
RETAILER of food,pharmaceuticals & general
merchandise via grocery driven business.
PHILOSOPHY
Total commitment to serving customers more
effectively than anyone else could serve them.
5. PROFESSIONAL DEVELOPMENT
PROGRAM(PDP PROGRAM)
• Main aim of this program is to attract,train and retain high
potential college graduates.
• This program involves representatives from all major
operating units like VC of HR dept.,Director,director of
corporate training,etc.
• NEED-getting entry level professional people into the core
business units.
• Program focuses on GROWTH and EFFECTIVENSS of
trainees
6. REQUIREMENTS AND OBJECTIVES
OF PDP PROGRAM
1. Recent college graduates or internal hires with a college
degree.
2. Minimum 3.0grade point average.
3. Emphasis on diversity.
4. Geographic mobility is required.
5. High degree of initiative and flexibility required.
OBJECTIVES
a) To attract & recruit highly talented entry level candidates.
b) Rotation based exposure.
7. BENEFITS OF PDP PROGRAM
1. Helps to Compete effectively on college
campuses for best talent.
2. Helps to retain this talent.
3. Build leadership capability.
4. Save money.
5. Assist in companies diversity initiatives.
8. Complications in PDP program
Task teams are not doing there work properly which is
assigned to them.
Consultant’s LACK OF KNOWLEDGE about the company and
its operations.
PDP program was too much a corporate staff product and
should’ve more line involvement.
Higher authorities sensed these problems at later stage.
9. PDP training program for WAREHOUSE
SUPERVISOR
• There are total 4 modules in 1 year training program.
1. MANAGING THE OPERATION.
2. MANAGING PEOPLE.
3. MANAGING INTERNAL & EXTERNAL
REALTIONSHIPS.
4. MANAGING RISK.
10. Opinions by staff of company
1) 50% minority goal was supported by everyone.
2) The program was overly directed towards college
recruiting.
3) The training program is too structured.
4) There should be fairness among employees.
5) Minimum experience criteria i.e,6months should be
changed to performance.
6) Students must possess college degree with minimum 3
grade points should be overlooked.
11. RECOMMENDATIONS
• PDP should not only focus on the freshers rather they
should also concerned with there current workforce.
• 3 GPA criteria should be revised and it will benefit overall
effectiveness of program.
• There should be some incentive for the internal employees
as well so that they feel motivated & help trainee to learn
more.
• PDP roles & responsibilities including all the staff should be
carefully supervised.
• The candidates should’ve first experience with the
ORGANISATION rather than going directly to PDP prog.
