Developing a robust, diverse workforce is complex. We strive to maintain a multifaceted approach to cultivate individual and team growth and development, diverse experiences and relationships with leaders. We look for opportunities to enable employees to apply their passion for purposeful innovation. Connecting employees with roles related to their personal strengths helps us attract and retain diverse talent and enhances our competitiveness as a next-generation technology company and employer of choice.
Lockheed Martin is proud to offer education, training and leadership development programs to prepare workers for long-standing careers in aerospace and defense. In 2020, each employee engaged in an average of 25.2 hours of training from our internal Learning Management System and took advantage of a variety of external training opportunities funded by Lockheed Martin. We develop a range of programs to reach individuals throughout the talent pipeline—from college-bound students, to those considering technical trades, to members of our current workforce. Our aim is to empower our current and future employees with the knowledge and skills they need to drive innovation and grow their careers. Our Human Resources (HR) team is leveraging digital transformation to improve human capital development efforts at Lockheed Martin. For example, our HR team uses a people analytics suite tool to track individual employee performance and development on a dashboard. Tools like these allow our people managers to help employees set and achieve goals, target talent development efforts and facilitate workforce planning.
Changing customer needs also impact the leadership and technical skills required of our workforce. To best prepare our workforce we provide in-person, virtual and self-paced learning opportunities to develop critical program management skills. In 2020, our curriculum virtually educated over 700 program managers and team members on corporate and Business Area management skills. In addition to our training curriculum, the Program Management Talent Initiative (PMTI) cultivates underrepresented candidates with executive leadership potential. We track the career paths of current and graduate PMTI participants to ensure we give qualified diverse talent the opportunities to become executives in our key customer programs.
We also create and implement skill development programs to help current employees upskill into roles needed by new and growing areas of our business. One example is our Cyber-Accelerator Program (CAP). This program is open to eligible and interested current Lockheed Martin engineers and provides the training, mentoring and hands-on experience they need to successfully make a shift into the cybersecurity career space. We had 56 participants in 2020, and we look forward to growing this program in the future.
To help build a strong talent pipeline for the aerospace and defense industry as a whole, in 2018 Lockheed Martin committed to create 8,000 new apprenticeships and work-based learning opportunities through 2023. As of 2020, we are 53 percent of the way toward our goal, having created 4,300 of these opportunities. In response to the COVID-19 pandemic in 2020, we worked to move as many of our training and apprentice programs online as possible so that participants could continue to learn and grow remotely.
Our talent is the backbone of Lockheed Martin and sets us apart from the competition. Having a strong pipeline of talent is critical to our ability to deliver on the Corporation’s commitments. Our talent management strategy aligns to and enables achievement of our business strategy, ensuring we have diverse and robust talent pipelines for our leadership positions and for the most important talent segments. Succession management is the holistic process of acquiring, planning and developing the next generation of talent within an organization; it secures future leadership capability, which is critical to deliver organizational performance through careful consideration of the talent and positions that are required for an organization’s success. Succession management continues to be a driving strategic priority. With this focus, we build the next generation of talent.
2020 Continuous Learning Statistics (total participants)
Tuition reimbursement program
Leadership Development Conference
Enterprise functional training programs
Enterprise leadership development programs
Program management programs
To learn more about Lockheed Martin Workforce Impact, please visit our website.