Our Approach: The 70/20/10 Model

  • Learning Through on the Job Experience (70%)

    On-the-job learning begins for team members on day one, with orientation, and continues, throughout their time at NXP, with regular and ongoing programs for growth and development, offered at both the local and global level. We work to create developmental opportunities for our team members through challenging stretch assignments, project roles, cross-functional interactions, cross-geography engagements and both temporary and longer-term job rotations—all of which are used to stimulate core skills, develop leadership competency and fuel the career growth of our team members.

  • Learning Through Others (20%)

    We believe some of the best career learning is gained by working with and observing others, mentoring and continuous feedback. Learning new skill sets from the industry’s best is both a foundational learning strategy and an opportunity we use at NXP to develop talent. There are many programs our team members can use to build relationships with peers and mentors and to enhance team-member development. We also have a deliberate and continuous feedback process for making sure that learning and improvement are daily habits.

  • Learning Through Education (10%)

    Coursework is a vital tool, blending internally designed and externally sourced courses and learning resources to provide our team members with learning opportunities, in support of key business processes, requirements and initiatives. We also provide all team members with access to a complete library of on-demand resources for skills development and micro learning. We support continuing educational endeavors by providing tuition-assistance programs in various countries and regions—including China, India, the United Kingdom and the United States—where we cover a portion of the costs for team members to pursue degrees and/or certifications in approved fields of study.

Global Online Learning

In 2023, NXP saw an increase of 168% increase in global online training, when compared to 2022, and introduced face-to-face training opportunities. See the charts below for details.

Overview 2021 2022 2023
Number of Training Courses Completed 8,852 9,497 387,179
Online Training Hours 89,591 168,229 451,356
Average Online Training Hours 3.0 5.1 13.7
Average Online Training Hours by Role 2021 2022 2023
Indirect Labor (IDL) 7 8 17.6
Direct Labor (DL) 0.2 0.6 4.6
Average Online Training Hours by Gender 2021 2022 2023
Women 2.2 4.1 9.5
Men 3.5 5.7 14.5

Our Learning and Development Programs

NXP has a wide variety of learning and development programs for our team members across the globe, including new offerings introduced in 2023 and others to come in 2024.

Examples of our current programs include the following (in alphabetical order):

We also offer a variety of sessions to benefit key audiences. For example:

Our customers are key to what we do. We value external collaboration, not only not only to share our expertise with our customers and design partners but also as a development opportunity for our own team members. To that end, we regularly host and engage regularly in external training, conferences and other industry events that help us stay connected with the growth of the industry and ensure our talent maintains cutting-edge and competitive knowledge and skill.

Looking Ahead

  • NXP will offer a refresh training of NXP Manager Intensive to alumni, providing them with an opportunity to reflect and build upon their learnings and key takeaways from the program.
  • Leveraging the results from our annual Winning Culture Survey, we will provide all team members with the opportunity to learn more about our NXP values, as well as offer resources and tools for personal and professional development aligned to those values.