Traditionally, training and development were not considered as an action that could assist the organization to create value and gain a competitive edge. Today, however, the perception on the same is completely different since the organization is adopting training and development practices, which provide better performance financially (Bell et al., 2017) . Organizations are dependent on effective and efficient training practices to ensure their employees enhance or reinforce their skills to provide high-quality customer service, generate innovative and new ideas, as well as make and improve new products (Bell et al., 2017) . This paper delves into the essentiality of training and development according to the organization structure and business structure of Tesla Motors Inc.
Tesla’s Motor’s Inc.’s Business Strategy and Organizational Structure
Tesla’s organizational culture generates personnel capability required for developing advanced products in the locomotive industry (Meyer, 2017). The corporate or organization culture embodies the values and customs which outline the conducts of employee and how they make decisions (Alvesson, M., & Sveningsson, 2015). Tesla’s corporate culture and business strategy are keen on empowering its employees to develop appropriate solutions, which make the company gain a competitive edge in the automotive business (Meyer, 2017). The firm motivates its workers to come up with new ideas to support the constant enhancement of the company. With its corporate culture, Tesla ensures its employees have the capabilities essential to stay competitive in the electric automobiles and associated products’ market globally.
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Training Needs at Tesla
With emerging technologies, Tesla has made continued learning more important than ever. There is the unstoppable growth of connected data and devices. Tesla is tapping into the advantage of Artificial Intelligence (AI) to drive value from the high amounts of data available to them. As such, AI training is essential to allow the employees and the AI to interact effectively. Adopting AI will help Tesla run the business in new ways and achieve huge savings. Tesla acknowledges that in future people will not buy devices due to the physical feature but because of the services and apps enabled by connectivity (Meyer, 2017). Therefore, the company is keen on ensuring that their customer service is more proactive and reactive and also enhance its product performance by incorporating new technologies.
Training Plan at Tesla
The proposed training for Tesla will address the company’s plan to enhance production, implement an auto bodyline using the latest in robotics and artificial intelligence, build an expanded battery production area, and launch a new paint shop with the state-of-the-art technologies, equipment, and robots (Meyer, 2017). The training will also upscale Model S and introduce new products, Model X and Model III. Tesla outsources Low, and High-Pressure Casting, and Machining and the employees must be trained in testing processes, production control, CNC manufacturing, and equipment operation.
Tesla has an intensive simulated lab whose role is to give the workers the training experience with machinery, actual assembly tools, and working settings in an environment that is not conducive. Tesla’s training plan includes product quality testing, assembling, testing, aluminum stamping, plastic molding used in production, and EV production of powertrain components. The training also includes troubleshooting, safety operations procedures, and equipment maintenance. Continuous training at Tesla ensures that the employees acquire new skills in team building, quality standards, constructive feedback, and problem-solving.
In the current business environment and particularly with new emerging technologies every other day, organizations cannot afford to ignore training and development. Tesla’s business strategy and organizational culture underscore the importance of empowering employees and is keen on training them to boost their satisfaction, build new skills, and stay innovative to keep up with the market dynamics. Therefore, organizations should develop a culture of learning and teaching which enriches the company’s knowledge base.
References
Alvesson, M., & Sveningsson, S. (2015). Changing organizational culture: Cultural change work in progress . Routledge.
Bell, B. S., Tannenbaum, S. I., Ford, J. K., Noe, R. A., & Kraiger, K. (2017). 100 years of training and development research: What we know and where we should go. Journal of Applied Psychology, 102 (3), 305-323 .
Meyer, P. (2017, Feb 21). Tesla Motors. Inc.’s Organizational Culture, Characteristics (An Analysis). Panmore Institute . Retrieved from http://panmore.com/tesla-motors-inc-organizational-culture-characteristics-analysis
