What aspects of HP University effectively link training to the organization’s needs?
Training plays a useful role in the attainment of a company’s goal by combining the interests of the company and the workforce. In the present society, training is the most vital factor in the business arena as training increases the effectiveness and efficiency of both the organization as well as employees. The performance of an employee relies on some elements, but the most vital one is training (Khan, Khan, & Khan, 2011). It can improve the abilities of workers. Employees who have experience on the job perform better in the workplace for there is a rise in both competencies and skills.
Looking at Hewlett-Packard (HP), the new CEO, Meg Whitman, had to try had to fix the problems of the organization. It is mandatory for HP employees to have appropriate knowledge in their job field as well as with related job issues. The primary area of attention needed to be on how HP’s image was going to advance. HP can be able to develop a picture of technological distinction with investment and better training of employees.
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Being a universal organization in over a hundred counties, HP made a brilliant decision to come up with a website to assist in the process of training and educating their workers. HP called this form of training HP University. Providing training for all employees is investing in the employees which is beneficial when it comes to meeting the needs of the organization. Through training, HP has been able to grow a more viable business, and it has indicated that it profoundly cares for its employees. Ensuring that training is available in a variety of languages is a strategic move by the company. This suggests that they are striving to improve all workers globally. If employees are happy and have high levels of job satisfaction, there would be high productivity in the organization thus meeting the organization’s needs. With the new training in place, employees are equipped with modern knowledge and skills to enhance their job performance.
Which aspects of the “University” link employee development to the organization’s needs?
HP University dramatically emphasizes on learning as well as development. The success of the company relies on training individuals to perform better and to make them prosper in a changing business and technology landscape (Battipede, 2013). The training offered is not just to help employees attain their individual goals, but also to support the future of plans of HP.
The development of an employee is linked to the needs of the organization via the knowledge that is taught and learned. During the creation of the program, Tracy Keogh who was the executive vice president of human resources of HP had to know the learning needs of three hundred thousand employees who were in charge of 19 nineteen business functions in over one hundred countries. Managing talent is critical for HP. Most organizations acknowledge that a program for talent management is essential for ensuring long-term leadership ability, which is a primary driver for prosperity. HP is aiming towards creating a great talent pool. The control of talent continues to be one of the fundamental priorities for the company, and its talent development program shows the particular needs of individuals at HP.
HP chose the appropriate type of training to promote the development of its employees hence ensuring that they have the right skills for the business. Effective training has also enabled the employees to meet the present and future business demands. The knowledge obtained in HP University concerning all work areas contributes to developing the employees since a sound development and training plan contributes to increased productivity as well as the quality of work (Niazi, 2011). One of the primary objectives of HP is to produce high-quality work, and that is why the CEO came up with the University to offer adequate training to workers globally. Since employees are impacted with vast knowledge and skills in the University hence they can perform better at their jobs; there is a reduction in absenteeism and staff turnover. Additionally, employee development assists in enhancing motivation among the workers. In this competitive business world, training and development of employees must include reinvention and innovation with the aid of a wide range of learning actions (Niazi, 2011). HP has successfully used video games to help the learners at the University to learn strategies and competencies in different fields hence making learning more fun.
Given the integral role of computerized training at HP University, and the organization's expansive global presence, how can HP address the three most common development-related challenges (including the glass ceiling, succession planning, and dysfunctional managers)?
The occurrence of the glass ceiling that inhibits the promotion of women into managerial and leadership roles within large corporations is widely evident in the world today. When HP decided to a hire a woman CEO and also place a woman to be the vice president of human resources, the company deflated the occurrence of the glass ceiling in the business. This shows that women can also be in managerial positions just like men. With many women graduating from Universities, they are going to be a part of the workforce thus it is imperative to help them develop in a company (Johns, 2013). HP has already done an excellent job in ensuring that all employees regardless of gender have access to the University program which offers training and development.
The training program of HP in the university helps not only employees but also managers as well as executives. The training program provides managers with insights to what their employees can train in within the chosen categories. This enables the managers to be actively involved in the progress of their employees. Also, managers can also enroll for training in the University which will aid them in acquiring managerial knowledge that will help them perform their duties better.
HP can additionally pay more attention to how workers develop on their retention and recruiting plan as glass ceiling is concerned. Moreover, companies are needing managers throughout the organization to use succession planning. The objective is to expand the enterprise from within and to maximize on employee retention. Before a new job position is posted, the manager or executive will work with his or her employee to develop the necessary skills and experience required to perform the new job. This will adequately take care of succession planning. When it comes to dysfunctional managers, such managers will need more training to help them reach a desirable level where they can efficiently perform their duties in the workplace.
Hewlett-Packard is a technology company, yet it turned to a contractor to create computerized training games. Evaluate the pros and cons of using a contractor in that situation.
The advantage of turning to a contractor to develop computerized training games is that learning is more interesting, so the sales personnel are motivated to learn the strategies as well as competencies needed in the sales department. The contractor also incorporated different languages to make it more fun and educative. The significant disadvantage is that hiring a contractor is very expensive which is a high cost to the organization and a less individual feel to the employee. Sometimes the workers may feel uncomfortable when being trained by someone who does not belong to the company.
References
Battipede, C. (2013, August 8). Publications/Magazines/TD/TD-Archive/2013/08/HP-University-Supports-Company-Journey . Retrieved from https://www.td.org: https://www.td.org/Publications/Magazines/TD/TD-Archive/2013/08/HP-University-Supports-Company-Journey
Johns, M. L. (2013). Breaking the Glass Ceiling: structural, cultural, and organizational barriers preventing women from achieving senior and executive positions. Journal perspectives in Health Information Management .
Khan, R. A., Khan, F. A., & Khan, M. A. (2011). Impact of Training and Development on Organizational performance. Global Journal of Management and Business Research , 2-7.
Niazi, A. S. (2011). Training and Development Strategy and its Role In Organizational Performance. Journal of Public Administration and Governance .
