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Name of Organization/Company: Anadolu Efes, ─░stanbul, Turkey
Category: Best Talent Management Strategy

Entry Title: X-PAND


Having started its operations in 1969, Anadolu Efes operates as the pioneer and leader of its sector in 16 countries, including Turkey. According to the Barth Report, Anadolu Efes, which is the 10th largest beer company in the world in terms of production volume, is operating as one of the key players in its region, with a total of 21 breweries, five malt production facilities, one hops processing facility, and one preform production facility in six countries.

Continuous Learning Culture and Training&Development at Anadolu Efes

Anadolu Efes has positioned it as one of the company's strategic priorities to invest in human capital, with the awareness that its most important capital that acts as an intermediary in achieving its future targets is its talented employees. It aims to take place among the top companies that employees will prefer, by developing the tools and systems necessary for investment in talents in all countries where it operates.

In this direction, substantial importance is attached to training at every stage and level to prepare the company and its employees for the future by focusing on the requirements of the sector and different needs of the employees.

Anadolu Efes launched the X-PAND Talent Development Program in 2020 to develop its potential employees, through the awareness that the future of the business can only be reached by training today's talents for future competencies.

The first step of the X-Pand program commences with an assessment center to measure the competency and leadership potential put into practice across the organization and to identify the potential levels of people. The employees, whose potential is at the expected level in this assessment center, are included in the X-Pand program.

The X-Pand program is an experiential development journey, which lasts six months including diverse development methods in a personalized manner. Participants first start with one-to-one feedback on their competencies and potential observed in their own assessment center. Later, personalised training content is offered via;

-One-to-One Coaching,
-Management Meetings,
-Homework and Project Studies,
-Personalized Improvement Activities,
-Self-Study Learning Instruments

Besides group training practices, consultancy/coaching support oriented to make strong areas stand out and strengthen development areas within the scope of assessment center results is provided. With Individual Development plans, people are supported with practice / activity suggestions and experience sharing sessions, in addition to the training programs.

X-Pand program is not designed where only one-way learning activities will be presented but in a setup where people will research individually and get engaged, and steer their journey according to their own needs. This ensures that the program being a separate development journey for each attendee directly pointing their own needs.

The X-PAND development program stands from its counterparts with:

Personalized Development Journey:

Talent development programs implemented previously at Anadolu Efes were offering a single solution presented to the entire group-as usual-, it was seen that the attendees did not own the process sufficiently and that not every topic appealed to every attendee at the same ratio.

With this experience, X-PAND was designed with one-to-one experiences where each attendee would have a personalized development journey. During the process, the attendees were involved in four development coaching sessions, two experience sharing sessions, and four individual development sessions.

Design and Implementation with Internal Resources:

The design of the program was conducted with HR internal coaches who are accredited and certificated by professional coaching institutes. Those professional internal coaches executed the feedback sessions and development coaching.

The program is progressed with 70% internal resources. This way, there became critical gains regarding sustainability, learning from each other, safeguarding corporate memory, and sharing information.

While the company’s top executives led the experience sharing sessions in the program, external support from experienced external trainers provided for webinars on future competencies.

Top Management Ownership:

In all stages of the program, from the design to the implementation, progress was made under the ownership of the company’s top management and the top executives played an active part throughout the program.

The management was directly involved in the design stage to steer the program to align with company strategies. Moreover, C-level shared their experience and suggestions on experience sharing sessions.

The X-PAND program has been designed with the objectives of

- Determining young talents of Anadolu Efes
- Supporting them realizing their potential,
- Training them for future competencies and
- Feeding the organization succession plan and leadership pipeline.

Post-program Gains:

After the program, the attendees;

- 41% of the program participants listed as successors in Anadolu Efes succession plans
-23% of the program participants promoted
- 41 of program participants achieved better business performance

X-Pand program seems helping the company on developing today's and also future leaders.

Apx1- X-Pand Participants' Remarks Video https://youtu.be/gDSGaRkgVQ8

Please see the attached video for X-Pand Participants' Remarks about the Program

Apx-2 Presentation - XPAND Program Road Map: https://vo-general.s3.amazonaws.com/a1ab4161-9c30-4e28-88fc-d6ad384e3fe2/1f83fc5e-cb88-4b8c-a7d2-ba287d356279?AWSAccessKeyId=AKIAJ4PRWO26HAX3IOCA&Expires=1720375745&response-content-disposition=inline%3B%20filename%3D%22Apx-2-XPAND%20Program%20Road%20Map.pdf%22&response-content-type=application%2Fpdf&Signature=O2t%2F%2Bp6wr7lqR%2B11DxMVgI%2BREyw%3D