Case study presentation:Training & Development At Motorola

Presented by: Aman Anamika Mansi Rakhi

Introduction   US based Motorola Inc.-one of the best providers of training to its employees. HISTORY: 2000s Resounding success 1990¶s 1980¶s Champion of Workplace Learning and Performance Award 1970¶s Emerged as a model for training of employees New training program introduced .

  . HR department conducted a study to survey the skills of the employees. WORLD WAR II brought many changes which made the HR to change the old ways of learning and develop a proper training & development program. no basic training was provided by the company. Before modifying training practices. Comments on T&D initiatives in Motorola(1/2)  In 1980s. company looked mainly for three qualities in their prospective employees while recruiting   Communication & computational skills Basic problem solving ability Willingness to accept work hours  Earlier employees used to learn by observing their seniors and through trial and error method.1.

 So. some not even understood the product-related instructions.1. . quality.  However. Comments on T&D initiatives in Motorola(2/2)  Outcome of the Study on the skills of the employees:  Study revealed that employee lacked basic computational knowledge. HR focused on two pronged techniques ±   Teaching basics as well as introducing new concepts of work. Leadership at the developmental level. the participants failed to implement what they learnt and the ultimate result was disappointing for Motorola. community learning.

To expand participative management process. Objectives:     To be an agent of change. Motorola Training and Education Center was established in 1980. .Motorola Training & Education Center (MTEC)   As a result.  Outcome:     MTEC was a failure. HR was in a fix ± how to motivate the employees? Conflicting behavioral pattern was observed in top and lower levels of management. two programs were designed one each for top and lower level of management. Therefore. To help improve quality of products. To educate Motorola¶s people.

³Motorola University´ was formed in 1989 to usher in a new era of training & development. to the job.2. & to the individual. International Recognition of Motorola in T&D(1/2)  After the failure of MTEC. Objective was to provide education and training relevant to the company. Three disciplines were given emphasis:      Relational Skills Technical Skills Business Skills .

 Each training program helped to increase:  The competency of the employees.  Motorola invested heavily for training in Motorola University.  Learning was made highly interactive for the employees¶.  Training was imparted to all levels of management. . International Recognition of Motorola in T&D(2/2) Features of Motorola University:  Instructors were specially trained and certified to suit Motorola¶s specific requirements.2.  The productivity measured per employee increased by 139% for five year ending period 1998.  Individual Dignity Entitlement program was introduced in 1990¶s. if any deficiency was found in the performance of an employee.  Special training program was conducted.

Comments On E-Learning Program in Motorola E-learning in Motorola:   ³E-learning is a self-directed learning process to enable employees satisfy their specific and unique learning needs.  Cycle time of learning had fell by one-third. .´ In 2000.3(a).  Reduced compulsory annual 40 hours training of employees in Motorola. Motorola incorporated e-learning strategy which helped Motorola in the following ways:  Reduced costs and expedited the training to a large number of employees across the globe.  Maintained consistency in course delivery across the world.  Actual training times reduced by 50%.

3(b). E-Training Benefits and Drawback Benefits wider reach  eliminates the constraints of time. distance and travel  cost-effective  incorporation of audio and video technologies  continuous updation  Drawbacks lack of motivation  technical difficulties  unilateral presentation  less scope of discussion  .

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