This week’s Learning and Development action call hosted special guest Harvey
Beldner, Global Talent Director at Moog, a worldwide designer, manufacturer,
and integrator of precision control components and systems, serving the
airline, defense, space, medical, energy, and industrial markets. Beldner was interviewed by i4cp CEO and
co-founder Kevin Oakes and Sr. Research Analyst Tom Stone. Here are some
highlights from the call:
- Moog was
deemed an essential business, so their plants remained open even while
many of their 13,000 employees went remote back in March. This took a lot
of adjustment, as the type of work they do, and their corporate culture,
were not geared toward being virtual.
- When able,
Moog employees will return to the traditional workplace to optimize the
highly technical and secure work they must do. However, Beldner noted
there will be more flexibility than before, e.g., perhaps one day a week
remote options or similar, as some tasks benefit from the lack of
distractions that some home offices provide. This flexibility will also be
important to aid in recruiting and retention in a world where many
organizations will offer remote or hybrid work options.
in-person instructor-led training will eventually be the norm, their use of
virtual classroom training has had successes and so will continue to be
used where beneficial (e.g., cost, scale, etc.)
- Leaders have
been willing to be teachers in the new virtual training environment,
providing their expertise in areas like financial/business acumen and
- Given their
locations have remained open, Moog has managed to have new employees come
in for at least the first day of their onboarding.
- Moog is
implementing Fuel50 as an employee-driven and employee-centered solution
to allow for greater talent mobility. Employees can compare their skills
with open stretch assignments, internal gigs, etc.
at Moog the biggest focus for diversity, equity, and inclusion was around
gender. Now it is broader, and they will bring in external expertise to
unpack the topic fully.
- What does
the future hold? Beldner said they will be more thoughtful about
developing leaders for specific roles, and their criteria for assessing
and developing talent by making it less relationship-based. While proud of
their culture of promoting from within, they will also look to external
In addition to this recording, please
see the i4cp Coronavirus Employer Resource
Center for new
research and next practices to help address the COVID-19 pandemic.