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Trane Technologies

With a history dating back to 1871, Trane Technologies (previously Ingersoll Rand) and its family of brands represent a proven history in construction and mining, industrial and commercial markets. Through acquisitions, innovations and customer focus, today’s Trane Technologies offers market-leading solutions and services that enable customers to create progress through a variety of industries and markets that touch everyday life.

Trane Technologies are proud to offer countless opportunities to build a successful and rewarding career.

people

41,000+

Employees

domain

Industrial Manufacturing

Industry Vertical

public

Global

Region

healing

Career Progress

Solution

“We really wanted to say, this isn’t about changing where you fit in the organization. This is about your development and how we can help you grow and be the best you can be here in the company.”

Senior Manager – Global Talent Management
0%

Engagement increase

5% improvement in engagement in pilot audience of engineers vs 2% in remainder of business

38%

Revenue increase

During the project timeframe they saw a 7.5% increase in revenue, highlighting the related increases in productivity and efficiency with motivated, career-driven people.

The majority of career movement is now at the lateral level.

Updated 18 January 2019

2017 & 2019 Winner FuelX Talent Mobility Awards
Best Career Engagement (North America)

Trane Technologies (then Ingersoll Rand) won the FuelX Career Experience Awards for Best Career Engagement in 2017 and 2019 live at FuelX London. Applicants were asked to submit their story across 5 parts:

  1. Business challenge
  2. Solution
  3. Communication and promotion
  4. Impact and results
  5. Learnings and future plans

For information on Trane Technologies’ business challenge and solution, download the full story above. Here is an excerpt of their impact and results quoted from their application.

To date, the programme’s success is measured in multiple ways:

  1. Pre-launch and initial implementation
    This massively-scaled program involved intricate and vast up-front and ongoing stakeholder management, change management and training. The initial implementation covered 22,000 employees in 62 countries. Final go-live of a critical phase of the work occurred over a six-week period right around third quarter close without disruption or distraction to the work of our businesses.
  2. Usage and adoption
    To date, approximately 68% of the salaried employees have used the My Career Navigator tools and resources to help them with their career development.
  3. Engagement survey results and anecdotal feedback
    On the 2016 Employee Engagement Survey, we achieved increases in all key career and development-related survey items, including significant gains of three points or more in 6 out of the 12 related survey items. Anecdotal feedback since launch also points to the success of the program. The 2017 Employee Engagement Survey saw continued but more moderated improvement with 6 of the12 survey items seeing an improvement of at least 2 points over the year prior and 4 more items saw an improvement of 1 point .
  4. Internal mobility
    Moving in to 2018 and 2019, the focus has been more on the internal mobility goals. We established target metrics for each business unit for Band 4+ population and have a focused work team identifying and implementing improvements for talent data sharing, marketing of internal opportunities and other activities with the intent to drive movement. To date, the results have been positive. The percentage of roles filled internally for Band 4+ has moved from 38.7% in Dec 2016 to 47.8% in Dec 2017 and 55% in Aug 2018.
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