For almost 135 years, NCR has helped companies better connect, interact and transact with their customers. It began with the invention of the electronic cash register in 1884, and as the world has become more digital, so have we. Today we are the world’s enterprise technology leader for restaurants, retailers and banks – making every day easier for millions of people around the world.
In a digital first world, NCR is committed to continuously developing our employees and equipping them with the skills they need to best support our customers and stay at the forefront of their needs in a constantly evolving world. We are also focused on retaining top talent, and that is done by enabling meaningful career steps.
NCR established its presence in Serbia in 2011 in Belgrade, and today we have a dynamic and diverse workforce. Our talented team comes from various backgrounds and brings a breadth of skills and capabilities. More than 20 languages are represented and there are more than 450 IT certificates in software development and programing, engineering, automation and robotic process automation design across our organization.
And we continue to grow. NCR will soon break ground on a new state-of-the art technological campus in Belgrade that is expected to open in 2021.
Opportunities for Advancement
At NCR, we make it clear to our employees that you make a difference – innovating, creating, building and helping power millions of transactions around the world. NCR provides career opportunities for customer and professional services, software engineering, sales, marketing, human resources (HR) and executive roles and internships.
From the moment people choose to work at NCR, they are provided with unique employee programs that support them in their onboarding process and then help them excel and succeed throughout their careers at NCR.
Our award-winning global onboarding program includes powerful performance and coaching conversations, as well as career road mapping to help employees define their personal path to success. Through a tailored year-long university hiring program, new graduates are able to accelerate early in their careers, and an intensive two-day immersion course provides new sales team members the foundational understandings for success from a historic, technological and industry perspective.
Each of these courses are impactful as our employees onboard because we constantly assess and improve based on how we think employees will best engage, keeping in mind digital learning opportunities, how the courses relate to businesses and simplicity.
Digitalization doesn’t just impact our customers. It also enables our learning opportunities for employees and helps us continue to be an attractive place to work, develop and grow. Our training programs combine classroom trainings and online learning, delivering content in a way that is meaningful, relevant and convenient to help employees in their respective roles.
My estimation is that almost 90 percent of learning at NCR is experiential – whether through on-the-job training, work on a cross-functional projects or stretch assignments. However, “learning through experience” is being supplemented with digital learning more and more at NCR – particularly through online learning platforms like LinkedIn Learning.
NCR has three primary criteria when it comes to selecting an online learning option:
1. Relevance to the business
2. Interaction and teaching methods
Relevance to the business
To determine whether the online content has relevance to NCR, we ask a couple of different questions.
1. What online training topics are offered that align with our businesses? What skills does this tool or course cover?
NCR seeks online courses that address both soft skills and technical skills – from product management to process management, to IT and even creative courses.
Before any training solution reaches our end users, the Learning team conducts a “Needs Assessment”. The team has conversations with internal managers, reviews the job description and even evaluates previous training experiences of our customers in order to identify the skills gap between the current skill level of an employee and where their skills need to be in the future.
We also take into account the learning habits of the team – for example, whether they prefer to learn in a group or on their own.
2. What is the background of teachers or experts in area of learning they support?
Most of NCR internal and external online courses are taught by the experts in a certain field. We are looking for skilled and experienced teachers. For example, LinkedIn Learning presenters have more than five years of experience with the training materials they teach, including first-hand experience applying the content. Employees can attend LinkedIn learning classes and hear real-life, relevant experiences – not just textbook examples.
Interaction between the employees and online material
Tests, quizzes and assessments are tools help NCR see if employees have been able to learn certain skills during the course, but also keep employees engaged after the course is over.
Digital tools are especially important when it comes to post-training evaluation. If you have an engaged group of attendees, it is essential that you catch their feelings and impressions as soon as possible through simple forms, surveys or mobile apps.
The same way in which NCR works to make life easier for our customers, we also want to help make life (and training) easier for our colleagues.
Time is limited for all of us, no matter if we are in an entry level position or managerial/expert position. The solution that we are looking for needs to be easy to access and as quick and intuitive as possible.
For example, we have learning tools that can be accessed on mobile apps, which gives our employees the opportunity to learn at times most convenient for them – whether during a lunch break, between meetings or while they commute home.
What comes next?
According to a recent LinkedIn Learning report, “58% of employees prefer opportunities to learn at their own pace and 49% prefer to learn at the point of need.” To summarize, digital learning is in line with how many employees want to learn and are already accustomed to finding information – looking for answers on the in internet, company intranet sites, internal and external video and book sites..
Digital learning is incredibly useful in fast-paced, ever-evolving environments like that of NCR. Many would agree that expertise comes through experience and having knowledge and learning tools readily available. Because the more we learn, the better able we are to understand the world around us and help our customers succeed.
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