Training
Arthur D. Little is dedicated to staff development through formal training, as well as learning on the job.
Induction
Induction plays a crucial part for all new employees joining Arthur D. Little. Within the first couple of weeks of joining, new staff will have the opportunity to make contact with key individuals such as their coach, the Managing Director and other staff with whom they will be working. This will allow them to develop relationships rapidly and to gain a better understanding of the organisational culture, essential business processes and requirements, allowing them to settle quickly into work.
Training Programs
Arthur D. Little is dedicated to staff development through formal training, as well as learning on the job. Upon joining each employee is assigned a coach whose role it is to cultivate and develop not only professional capabilities in consulting practice, but also to be on hand for any help, advice and support.
On-the-job learning
As a new member of our team, you will immediately find yourself immersed in cases, learning from our senior staff and working side-by-side with our clients. At Arthur D. Little you are hired into a job: you can expect to be involved in complex and challenging cases right from the start. Your career development is monitored by your case manager and coach, who provide advice and help you advance in the company.
Annual Training
We organise annual training for all staff to come together at a venue away from the offices.
The training is not only designed to train our consultants' skills, but also to provide our employees get to know each other across the various offices through teambuilding and social activities. On average you can expect to take part of one week training per year.
Arthur D. Little's training programs help you polish and supplement the talent you bring to the firm. You will learn making effective client presentations, facilitating meetings, managing cases, and relating to various types of people.
Our last training was held in July 2008, in Bali.
