Automating Training Request Processes at a Virtual Company Introduction Companies of all types and sizes are faced with a number of challenges in providing their employees with the training they need to remain proficient in their jobs, and these issues are especially salient with information technology workers because of the rapid changes that take place in this industry. The benefits of providing employees with ongoing training are well documented, but these benefits can be outweighed or at least diminished if the human resource practices that support them are inefficient. These issues are especially salient for multinational corporations that may have training needs that involve significant amounts of international travel. To determine some best practices in this area, this paper provides a review of the relevant literature concerning a potential human resource process that is suitable for automation in an information technology department, as well as its advantages and disadvantages, followed by a summary of the research and important findings in the conclusion. Review and Analysis Many companies have an information technology (IT) department that is tasked with supporting the technology needs of a wide range of employees. These departments are typically faced with a mish-mash of legacy systems and varying levels of employee expertise in their use, but irrespective of what type of systems are involved, there is always an ongoing need to provide training in their
This article makes up Chapter 1 of the free, open access book titled, Information Systems: A Manager's Guide to Harnessing Technology, by John Gallaugher. Please ensure that you read the entire Chapter 1 of the book consisting of 3 parts (Part 1 Introduction; Part 2 Don’t Guess, Gather Data; and Part 3 Moving Forward).
As recognized by leading research and consulting firms with knowledgeable, skilled management, advanced state-of-the-art IT affords extraordinary opportunities for greater efficiencies, cost reduction, higher productivity, customer satisfaction, and profitability. Sophisticated IT applications realize their full potential with highly specialized technical knowledge and management skills readily available only in smaller firms focused primarily or exclusively on such applications.
Today’s corporations are highly advanced in communication, operations, and productions. The need for highly educated people is in great demand for both white and blue collar workers. With the continuing evolution of technology, companies will need to train and educate their employees to upgrade their level of knowledge. This is being accomplished through company training or
As my colleague’s role is office based, it is crucial that she is up to date on all computer applications and software including MS office, internet, intranet and ‘in-house’ database systems. She is relied upon to give clear and accurate information to staff and customers of which a full understanding of certain computer systems is essential. It is also good practice to have a good understanding of other staffs roles in order that she can market the company’s services as effectively as possible, therefore a good understanding of the training programmes on offer is
Utilizing training and education with your employees is a key aspect to keeping organizations in competitive advancement within the healthcare industry. With the implementation of any new technology, to keep up with market change, there comes the need to educate and train the users that will be utilizing that system. Training and education can come in many
Fleetcor Technologies is driven to the growth and development of its employees and acquiring resources to accomplish the goals of the organization’s mission. In today’s global marketplace employees need to be skilled in performing complex task in an efficient manner. The capstone project identifies training needs and highlights the difference between actual versus expected level of employee performance. Training is a type of activity which is planned, systematic and it results in enhanced level of skill, knowledge and competency that are necessary to perform work effectively (Gordon 1992). In addition, training is the systematic acquisition of KSAs that lead to improved performance (Grossman & Salas, 2011). Training-related changes should result
Before I would be able to accomplish this goal and help the IT department, I knew I needed to be well informed about how the system worked. My supervisor gave me a brief training session that predominantly consisted of the topics she had learned, within the system, through trial and error. On my own, it took me hours to update projects and create reports within IFS; however, with practice I was able to learn shortcuts and decrease my work time and frustration. My knowledge became the basis for the module, and I reported any new discoveries in the system to IT personnel. With this guide, program managers would learn how to manage their projects, stay within budget, and retain satisfied
Along with standardized processes, regular training of IT employees to ensure that their knowledge is up to date can positively impact the success of IT projects. In this case, they did not have enough people to maintain an expanding network of hospitals. Having a training program to ensure multiple individuals have the knowledge required to maintain the network is
Training on the new IT systems Integrate IT systems with strategy Company needs to help with moving-related issues Provide moving assistance, help with schools, housing And jobs for spouses. Slide 4: Interventions Orientation with new culture
Engaging, developing, and managing the MF&L workforce is first priority as the complexity of managing operations intensifies with expansion. The workforce must be well educated on SOPs, enabled with the resources to successful complete all requirements, and monitored to ensure quality. Given the geographic and demographic diversity of their locations, customization of the training modules must be enabled to facilitate responsiveness to customer needs through the empowerment of leadership, without violating consistency. Current IT solutions available to Madura lacked sufficient consistency and coverage capabilities and were ineffective in managing remote programs. Very few solutions were able to assist in SOP training compliance monitoring. These solutions also hindered Madura’s ability to innovate and adapt to changes in their company’s process, which in turn delayed access to pertinent business information resulting in ineffectiveness. Venkatagiri and Prakash state, “…large-scale IT systems were found to be rigid on the strategic front. ERP systems were criticized for prescribing business processes, rather than accommodating them”(2013).
The Skills Framework for the Information Age (SFIA) has been established in July 2003. It is a system for IT Professionals so that they could use the advancement of the workforce according to the requirements of the business. It can also be defined logical 2-dimensional framework in which on one axis is the areas of work and on the other axis is levels of responsibility. It is considered as an effective resource which provides advantage to business by providing all facilities of the management in corporate and educational departments. This system is used by:
The boss and human resource and development team have to inspire and direct the employees to understand that the new technology is valuable for the organization and it will bring a convenience to the both active and passive users. Furthermore, the boss also has to motivate the employees to pay attention to the training and let them practice to get used to it.
The training of the current staff involves an individualistic level change, where the organization focuses on improving employees to create an efficient processing system (Miller, 2002). In creating a centralized process, it requires significant staff training and development. The Human Resources (HR) department will analyze the workload, environment, and schedules to create training plans [in-house training videos, manuals, and on-site instructions] and adjust job descriptions and offer compensation. The organization will provide cross-training and manage the employee’s knowledge, skill, and ability to perform the new task and adhere to new policies. As a result, it takes a few months, approximately six months, for crossed-trained employees to
Information Technology (IT): The hardware and software technologies a firm needs to achieve its business objectives (Kenneth C Laudon and Jane P Laudon., 2010).
A training program that is well-designed is proven to achieve maximum results and meet the training needs identified during a training needs analysis. A well-executed training program will increase overall productivity and provide the knowledge, skills, and attitudes the employees need to perform successfully. This paper presents considerations for the design of a two-phase training program for existing employees – a two (2) day program, which covers the training needs to move the company in the right direction.