TD gives employees tool to chart career paths

While the mantra these days is that employees should manage their own careers, TD realized most of the $50 million to $60 million it spends on training was to enhance organizational performance. The bank decided to add something just for staff
By David Brown
|Canadian HR Reporter|Last Updated: 09/18/2006

In the past 18 months employee career assistance has become a “huge priority” at TD Bank, says Jane Hutcheson, vice-president of learning and development.

It had to because the bank wants to be an employer of choice, she says. And being a top employer tomorrow requires preparation today.

“If you look at the percentage of the workforce that will retire in the next five to 10 years, the fact that more organizations aren’t freaked out about this surprises me. Because you can’t wake up at the 11th hour of 2009 and say you want to be an employer of choice. It takes time.”