SUPERVALU

CASE STUDY
Professional Development Program
Group 7
Ajay Kale
Abhijeet Kothiyal
Bhavesh Singhla
Shubham Yadav
Vijay Bandhiya
Divyam Tantia
Satish Kumar
 Need to have great professionals
in core business units

Need for
Professional “Follow Joe” was only training
development program in play

program
Diversity in workforce was
required
 To attract and recruit Provide them with
highly talented entry broad exposure of
level candidates the corporation

Origin and Build internally

Purpose of Retain high potential
college graduates
developed
leadership capability

the Program
Save cost (hiring
Help in Diversity
from outside was
initiative
costlier)
 Four career
ladders realized:
One year on-the-
Distribution,
job training in
Category
their work area of

Design of
Management,
choice
Retail and
Corporate

the program
Six months each Three people
in two other contact system:
verticals before Coach, Business
returning to base Advisor and
for assignments Program Sponsor
 • Leaders needed exposure of different
vertical of the corporation – PDP was
serving it
• The cutoff value of grade point 3.0 is
hampering the possibility of acquiring good
Views and right talent
• Other employees at Supervalu might feel
that these trainees are given more
importance than needed and might give
some resistance
 Focused a great deal on college students for leadership
roles, other areas could be searched

Involved three dedicated resources to train one, shorten it

to one person

Where could The duration of the program was long, it can be reduced
have been to one year overall

better The structure of the program seems rigid – less scope of

experimentation

Not much in plate for existing employees, some features

for existing employee can be included

Existing employees if underwent the training, may have

made better leaders in lesser duration than new entrants
Thanks