The Human Resources Leadership Program (HRLP) was introduced in 1985 with the immediate goal of improving our available human resources talent while simultaneously creating a future pool of high-potential candidates for significant management positions. This process starts by recruiting candidates at select, targeted universities with highly regarded human resources programs.
The Human Resources Leadership Program is designed to build on the technical skills of its participants by exposing them to experienced Cooper professionals through three one-year assignments - two at manufacturing locations and one at either the Corporate Office or a Division Headquarters Office. Some HRLP participants will also have the opportunity to complete a six-month plant supervisory assignment. See below for a description of other possible assignments.
Program Assignments
Labor Relations
Many of Cooper's plants are organized by labor unions and have been for many years. Whether unionized or not, our policy is to maintain wages and benefits that are competitive in the communities in which we operate in order to attract and retain quality employees. We must also be competitive in the various manufacturing industries so that we can operate profitably. In a union or union-free environment, we try to maintain a harmonious relationship with our employees. Typical assignments in the area of labor relations include:
Safety and Health
The steps we take at Cooper to protect the health and safety of employees go well beyond minimum legal requirements. Cooper considers the health and safety of employees a moral responsibility. Safety and Health programs are centrally directed and have the support of top management throughout the Company. Typical assignments in the area of health and safety include:
Communications
We believe a strong communications program is essential in educating employees about corporate goals as well as in building credibility, instilling pride in the company and motivating employees to improve productivity and effect changes. Typical assignments in the area of communications include:
Salary/Benefits Administration
Cooper's salary and benefits programs are designed to provide internal equity and external competitiveness. Using the Management Development and Planning (MD&P) process, our salary program reinforces the concept of pay for performance through the measurement of mutually established goals. The company's benefits programs are designed with flexibility to meet the insurance, health care, savings and retirement needs of all employees. Typical assignments in the area of salary and benefits administration include:
Recruiting
The company believes in promotion from within, when the talent and experience are available. We also recognize that, in a growing organization, it becomes necessary to recruit candidates from outside the company. The recruitment of high-quality candidates is of vital importance to Cooper's future growth and performance. Typical recruiting assignments include:
Training
Cooper hires employees with training in their areas of expertise. We also encourage continuing education and provide training and education opportunities to help employees perform more effectively in their current positions and to prepare for advancement opportunities. Typical development assignments include:
Qualifications
Successful candidates typically have:
As a supplement to the day-to-day experiences gained during the rotational assignments, Cooper conducts three in-depth week-long workshops for all Leadership Program participants during their 2-3 years of training. These workshops are taught by experienced Cooper managers who provide insight on Cooper’s strategy and operating principles, manufacturing concepts, leadership, and finance.
Values and Practices - An Introduction to Cooper Industries (Houston, TX)
The Values and Practices Workshop provides first-year program participants with an introduction to Cooper's operating principles and philosophies. Topics at this workshop focus on Cooper’s 5 Strategic Business Initiatives: Customer Loyalty, Innovation, Globalization, Talent Development and Operational Excellence. The Values and Practices Workshop is a great opportunity to network with fellow Leadership Program participants and gain visibility and exposure to the leadership at Cooper. Individual skills such as time management and leadership are also presented at this workshop. The Values and Practices Workshop is conducted each August, shortly after the majority of Leadership Program participants join the Company.
Finance for Non-Financial Managers Workshop (Houston, TX)
The Finance for Non-Financial Managers Workshop is conducted during the second year of the Leadership Programs and provides in-depth exposure to Cooper's financial systems and practices. The workshop begins by covering general finance and accounting concepts and continues through Cooper's approach to cash flow, cash decision making, operational budgeting and performance reporting. The course is taught by key financial professionals from the Corporate Office. Newly acquired financial skills are then integrated together through the use of a team case study, business simulation and group presentation.
Manufacturing Excellence (Cooper manufacturing location)
The Manufacturing Excellence Workshop is presented during the Leadership Program participants’ third year and serves as a graduation ceremony for all participants. This workshop provides a sound understanding of the major functions within the manufacturing environment at Cooper and further develops the individual's management and leadership skills. Manufacturing topics presented at this workshop include: production, quality, and materials management techniques. Skill based training includes supervisory and teamwork training and prevention skills management. Participants integrate these skills through comprehensive lean and continuous improvement activities to improve the overall operations at the Cooper manufacturing facility at which the workshop is held.
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