Week 2

Training the workforce

• How can training keep pace with a changing organizational environment? Many training topics are provided online. As products, sales procedure and equipement change, online content can be easily created on change and disseminated to employees
• Should training take place in a classroom setting or on the job? Classroom training may lack realism and not be as effective as training that occurs while on the job.
• How can training be effectively delivered worldwide? Many of todays organizations conduct operations around the world. Consistent quality of products or service is critical to organizational survival in todays competitive markets

Training is often used in conjuction with development. The terms are not synonymous. Training typically focuses on providing employees with specific skills or helping them correct deficiencies in their performance.

Sabre employees create a profile that reflects their skills and job experience.Questions that an employee might ask about a problem or job situation are directed by the software to fellow employees who have relevant knowledge and experience.

Challenges in traing

• Is training the solution to the problem?
• Are the goals of training clear and realistic?
• Is traing a good investement?
• Will the training work?

Developing carrers

Despite the uncertain business environment carrer developments remains an important activity. It can play a key role in helping managers recruit and reatil the skilled commited workforce an orgaization needs to succed.

Many of todays organizations have concluded that employees must take an active role in planning and implementing their own personal development plans.

In terms of the fist stage(motivation), employees need to understand that taking on an international assignment will not in and of itself, resolve personal issues. Employees also need a realistic assesment of the international assignment.

Self-assesment: Is increasingly important for companies that want to empower their employees to take control of their carrers.

Carrer developments is generally seen as a positive way for companies to invest in their human resources. Employees with an extreme careerist orientation can become more concerned about their image than their performance and be poorer organizational citiziens.

Basic management implications for each career anchor

• Give the workers opportunity to develop work standards and to menthor others
• Give the worker opportunities to lead projects or teams
• Ask the worker to take on the role of an internal consultant and tackle a workplace problem
• Let the worker know that staying in his or her current position is an option.
• Give this workers new projects and let them develop ideas as an internal entrepeneur
• Offer the workers some responsability for a company program
• Offers this workers flexibility in their work schedule and the opportunity to work from home.

The competency model can be most useful for career development by focusing on the type of role the person desires, for example someone who aspires to be the leader of an enterprise may need to develop the highest competency levels in the area of leading others