1. What do you think are the main strengths of UPS’s career development program?
2. What are the key outcomes that UPS wants to achieve?
3. What suggestions do you have for improving the program?

When Jordan Colletta joined UPS in 1975, fresh out of school and newly married, he wasn’t thinking about building a career. He just wanted some security. A former tracing clerk, Colletta managed to go a long way—to vice president of the shipper’s e-commerce sales team. His advancement in the company was steady, the result of careful planning through UPS’s career development programs. By putting resources into such programs and helping reps set goals and develop skills, businesses can allow employees to grow within their organization and reduce turnover rates in the process, as UPS has found: its turnover rate among full-time workers is just 4 percent.