Different companies apply varying learning techniques depending on what they feel will benefit them the most. At Steelcase Inc, using data for decision making is applied. When the business wants to purchase equipment, for example, they sent a group of workers to the manufacturer so that they can learn how to use the equipment (Jones, Woods & Guillaume, 2016). The performance of the employees determines if the equipment will be bought. At JC Penney Company, asking workers for input and feedback approach is used. If the workers will not attending work on a certain day in the company, they are required to call Penney’s PowerLine team. The team then determines the benefit that the worker can receive (Hassink & Koning, 2009). The employee is then sent the forms they are expected to fill; it helps cut down the employee rate of turnover.
United Parcel Service establishes a learning path for the employees (Hawtrey, 2007). The service providers in the company are trained in a way that they conduct their operations without wasting any effort. The workers are guided on how they check the parcels before they can be delivered to reduce any chances of mistakes. In my current organization, using data for making better decisions approach is applied (Marsick & Watkins, 2015). It helps avoid any mistakes which may be related to making any decisions without considering the implications.
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To improve the current employee learning, I would recommend the manager to implement approach of developing a learning path for each employee in the business. The workers are different and require varying ways in which they can understand the instructions. When each worker is aware of how they are expected to perform, it will reduce the chances of error in the business and operations will be improved.
References
Hassink, W. H. J., & Koning, P. (2009). Do financial bonuses reduce employee absenteeism? Evidence from a lottery. Industrial & Labor Relations Review
Hawtrey, K. (2007). Using experiential learning techniques. The Journal of Economic Education, 38(2), 143-152.
Jones, R. J., Woods, S. A., & Guillaume, Y. R. (2016). The effectiveness of workplace coaching: A meta ‐ analysis of learning and performance outcomes from coaching. Journal of Occupational and Organizational Psychology, 89(2), 249-277.
Marsick, V., & Watkins, K. (2015). Informal and Incidental Learning in the Workplace (Routledge Revivals). Routledge.
