Mission: Empowering our customers with innovative software and services that inspire their creativity and bring their ideas to reality. Vision: Transforming business by design.
Autodesk's salary ranges are based on multinational high tech companies, whilst also reflecting Autodesk’s local competitive conditions and local salary surveys. Autodesk also has a spot bonus scheme to reward an employee for notable results or a special effort. There is also a stock option scheme, a common form of long-term incentives which are designed to focus and reward performance over a period longer than one year. Their Total Rewards programs are designed to help the company accomplish their goal of attracting, retaining, and engaging the very best employees, a major part of the Total Rewards philosophy is to link everyone’s compensation to performance, therefore enabling employees to remain engaged in the efforts of the company, knowing that their hard work is playing its part in keeping them successful.
The organisation has developed a set of leadership competencies to outline what is expected of Autodesk leaders. These competencies are the means through which managers are measured and are the cornerstone to management development. They provide a comprehensive array of management development initiatives to improve the capability of the management group and develop methods of assessment of management potential. New managers also have access to a new manager orientation which outlines the information a new manager should know regarding their responsibilities and action. In addition, managers have access to an employee engagement and retention toolkit designed for managers to strengthen Autodesk’s high-performance organisation.
Autodesk provides an in-depth career development program developed by Blessing White that helps participants know themselves, gain feedback from their manager, know how to evaluate career opportunities and gain meaningful development. Beyond career help, MPG helps create alignment between employee’s motivations and Autodesk’s organisational priorities which enables both parties to exceed. Employees are also provided with tools such as the e-learning modules on holding a Career Discussion, leadership competencies and job profiles which all aim to assist as employees begin to think about their development. They also have access to a mentoring programme with the philosophy that more experienced professionals can help develop and guide their colleagues careers. Through regular conversations, mentors can offer their perspective on the skills and experiences employees may need to gain to advance their career.