Alcon's approach to the development of its associates
Pros
The company recognize the need to develop the employees and has many plans to do that. The development process is quite complicated and involves managers from different levels, along with substantial input from the associates themselves. If you are capable of doing more and contribute in more than a single field, high chances that you will have a development plan in the company.
Cons
Most of the development plans, especially those that involves higher responsibilities and promotions, are subjected to the availability of positions in those higher levels (quite obvious,,, :) ). As the company have a (non formal) policy of bringing new and young employees into managerial roles, and developing women in management positions, the chances of any employee, especially older men, to get a promotion or to get their development plan executed, is low. The HR organization suffers lack of good leaders and those that work for the company are not spending time in following up with the associate's plans. Their contribution for the process is fairly low. It seems like the company has noticed that the vast majority of Executive Leadership Team is Caucasian, and since then they are making efforts in the development of minorities and women into key roles. It turned out to be almost impossible to get a decent development plan, unless you are a young women. On the other hand, if you are a white men, over 45, who already work for the company, your chances to grow with this company are nearly zero.