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AssignmentCase Study on Training and Development at Motorola

Q.1 Motorola has been adjudged as one of the top training companies in the world.

Comment on the employee training and development practice in Motorola. Why do you

think the company received an international recognition for its training and

development practices?

ns!By learning the Training and Development method in Motorola we can comment that:

The in situ learning of Motorola from its beginning earned a great appreciation where

employees learn by observing the seniors.

When set tasks performed by employees were enough Motorola did that but when

situation changed it quickly adopted the new forms of working method by training itsemployees accordingly. That is without a doubt a great quality of Motorola.

The training for the top management was also effective to consider and compromise

between the deadlines and the efficiency.

owering the gap between the top management and the employees by integrating

works was really a better step to improve the !ob environment.

The need assessment technique for training in Motorola was very good. The

corporate"study in #$%& for testing skills was very effective since incapability of most

of the employees were found out.

"he readiness of the employees were also !ustified by incorporating the #'th

standard basics( newer problem solving techniques( leaderships etc. which created asuitable environment for designing a sustainable training program by solving

smaller machinery problems without the help of e)perts.

The five year training program having proper standard can be considered fruitful as a

part of the training design method.

To analy*e and evaluate the effectiveness of the training program was also

satisfactory because it could found out some inconsistency and ineffectiveness and

the reasons behind.

The main ability of Motorola think"tank was the ability to identify the underlying

problems of ineffectiveness. +or e)ample( they were able to find out that the

reassuming the mind set after MT,- training deters employees to development. The establishment of Motorola niversity was a good decision because of its full"

fledge education which was proved effective enough.

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Motorola has received an international recognition for its training and development practices

because:

/t has shown an instance of proper Training and Development program since #$0'.

/t has established a university which is considered as one of the best institution for

employee training and development. /t e)hibits the steps of designing a proper training and development program.

/t has created many effective training and development method which were later been

adopted by many organi*ations as e)amples.

/t has set e)amples for others how to adapt in newer situations by learning effective

and sustainable skills through proper training and development programs. The

adaptation with the new technologies after the 1econd World War was e)emplary.

/t has a capable 23 department which has the ability to properly evaluate the

outcomes of the training and development program.

/t has a continuous employee learning process.

/t is one of the pioneers creating proper 2uman 3esource Management within theorgani*ation.

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Q.# Motorola $niversity was established in 1%&% to fulfill training and development

needs of employees at Motorola. 'tudy the training programs offered by Motorola

$niversity and how it benefited the target audience.

ns! 4arious training programs offered by Motorola niversity can be summari*ed asfollows:

Motorola $niversity(s classroom training and e)learning courses!These focus on

!ob functions as well as leadership( management and compliance

*ducational assistance programs!They reimburse the tuition and fees for many

employees working on degree and non"degree certificates or similar programs related

to their work

*+ternal institutions, seminars and conferences!,mployees use e)ternal programs

to supplement internal training

"echnology)based learning resources!-ontent for resources such as podcasts and

knowledge"sharing communities is generated internally by sub!ect matter e)perts or

by the user and reviewed by sub!ect matter e)perts.

Target audiences benefited from the training programs in several ways. 1ome of these are

mentioned below:

Motorola niversity offers various training and development programs according to

the need of employees. These programs have various time duration . ,mployees can

take required programs according to their convenience.

Training and development programs are developed and maintained by professional

personnels instead of conventional teachers. This ensures the efficiency of theprograms. 5rograms are designed in such a way that every program is !ob oriented(

not monotonous and effective. Training design helps to identify the problems

properly and corresponding remedy effectively.

Training programs are so interactive that these programs are not confined ain any

specific pattern. 5articipants are always welcome to interact and share their view.

,ach training program helped employees achieve a certain level of e)pertise. /ts

efficiency reflects in the reduction of costs and waste.Motorola niversity invented

new methods and implement these to ensure proper learning.

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Q.- Critically comment on the e)learning initiatives of Motorola. What are the benefits

and drawbacks of e)learning in employee training and development? *+plain.

ns! *)learning initiatives of Motorolafocused on the following factors:

Motorola niversity created a new internal institute named -ollege of earning

Technologies 6-T7 to develop educational delivery systems through satellite(

/nternet and virtual classrooms.

This department was responsible for providing innovative learning via virtual

classrooms( online e)periences( use of -D"38M1 and through multimedia such as

video and satellite conferences.

The university placed a large selection of courses and training materials on its

intranet ( available around the world at any time to its .employees

enefits and drawbacks of e)learning in employee training and development!

The use of e-learning has boomed over the years to become a popular

and accepted form of learning. However it has its pros and cons much like

other forms of learning process.

The Advantages/ Benefts:

Flexibility E-Learning can be done in a staggered fashion so it can t

around your schedule. !nlike traditional training" one not needed to

dedicate ones entire day to training her#his company organi$ed. %f she#he

only have an hour of free time a day" she#he can easily dedicate that to e-

learning.

Mobility &ince e-learning can be done on mobile devices such as

laptops" tablets and smart-phones" one can learn almost everywhere and

not be conned in her#his o'ce with traditional methods. Learning can be

done whenever one has free time on the road. Everywhere is now her#his

classroom.

No Travel As mentioned above" e-learning is very mobile. &ince it is not

uncommon for traditional training to be sourced at great distances" using

e-learning means that one does not need to travel.

Low Cost (o need to rent e)uipment" rooms or trainers when one use

e-learning. The savings can be considerable if one already has the device

on hand for learners.

Error: Reeren!e so"r!e not o"ndMade or #o" !nlike traditional

training that is made to t the ma*ority" e-learning courses can be made

to t an individual. %f one think that she#he already know a specic

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course" she#he can skip it and focus on other areas she#he feel need to

work more at. This gives learners the ability to learn on their own pace" a

feat traditional learning can+t do.

$lobal Rea!h ,ompanies can ensure that their employees receive the

same learning content regardless of their location and also their

nationality. %f one want to be sure that methodologies are translated well

despite the geographical barrier" e-learning is the way to go.

The %isadvantages/%rawba!&s :

Li'ited Control Learners with low motivation might fall behind when

using e-learning as there are no set deadlines and times. They might get

too complacent and rush things up when re)uired.

Learning A((roa!h &ome prefer traditional learning since they want

real life human interaction compared to *ust viewing or watching it in the

screen. &ome may prefer images" some words while others want hands

on eperience.

Error: Reeren!e so"r!e not o"nd)solation uestions are easily

answered when participants are face to face with the trainer. &ince e-

learning is usually done outside working hours" most of the time they

can+t get a hold of trainers that are mostly available during workinghours. This can invoke a feeling of isolation can demotivate learners since

they don+t have assurance and support.

Co'(atibility )ss"es There is always the risk of incompatibility when

it comes to e-learning. ,ompanies must ensure that the device used by

learners is supported by the platform. /or eample" /lash is not supported

by i0ads. 0oor internet connection can also be a problem.

Error: Reeren!e so"r!e not o"ndCo'("ter Litera!y Employees

that are not re)uired to use computers on their daily routine might have ahard time using the platform. %f their *ob doesn+t re)uire them to handle

computers" this can be very daunting for them. These employees are

likely to learn a lot less compared to traditional methods.