Development and Training Paper on Verizon Corporation

A lot is hinged on good training and development of the staff that are used to develop, make, maintain and represent a product or service that will be sold to a consumer. This industry leader claims the # 1 ranking in Fortune magazine as the “World’s Most Admired Company” within the communication’s industry (Verizon, 2013). Verizon probably has what is considered to be a competitive advantage which speaks to the training methods used to help a business grow and improve by providing employees with the knowledge and skills they need in order to achieve success (Noe, 2010).

Safety is an important function of our daily lives and requires the same attention we give other functions and processes within our daily job routines. Over the years as we continue to do our jobs and the same processes we can become less safe by using short cuts to make a process easier for ourselves. Also, the equipment we use begins to age and breakdown and cause unsafe conditions. Safety professionals use many different types of safety programs to combat safety related issues or problems one may encounter on a job site. Employee involvement is the most important part of any safety program. Without employee involvement safety programs are not as successful, because employees are sometimes not aware of the process and steps in place to protect them.

Training is a planned effort to enable employees to learn job-related knowledge, skills, and behavior. Development involves acquiring knowledge, skills, and behaviors that improve employees’ ability to meet the challenges of a variety of new or existing jobs, including the client and customer demands of those jobs (p. 9).

understanding of health and safety whilst helping them help me make our learning space everyone’s

Verizon continues to be the number one contender in telecommunications by solidifying the number one spot on the Training Top 125 in 2012. Regardless of their tight budget for training, Verizon has made a commitment to effective training tied to corporate strategic goals. Verizon had three main goals they focused on in 2011. 1. To build a business and workforce as good as its networks, 2. To lead in shareholder value creation, and 3. To be recognized as an iconic technology company. Verizon wanted their business priorities and business goals to align with their core values. BU, establish training priorities/ initiatives that align with each BU’s priorities and Verizon’s business goals and values—top to bottom and across,” says Magda Yrizarry,

The company appeared in the Top 10 of Training Top 25 for six years before taking the No. 1 spot in 2012 (Kinicki & Williams, 2013). Verizon had a small training budget and suffered a work stoppage after employees went on strike. However, the company was able to achieve the No. 1 position. Results are very important at the communication company and they look to the future to continue to produce desired results. Verizon is always searching for new talent on college campuses in order to keep the company with a pool of knowledgeable recruits. These recruits go through a two year training program learning all facets of leadership. Fresh talent leads to fresh ideas and technology keeping the company relevant and poised to compete. This demonstrates a market culture, as the objective is competitiveness and

Union Pacific places a heavy emphasis on safety, not only for our employees but the well being of the public and our customers. Union Pacific demonstrates this commitment through designing programs to continue to educate and reinforce to employees safe operating practices. One such program allows employee to avoid discipline for a safety related violation, the program offers employees increased training and testing over a period of time. The program is referred to as Safety Invention Program or as SIP. It is designed around skill-based

Training and development have an important role in influencing employee’s performance and the organization as well as it enhances the efficiency and the effectiveness of the employees and organization.

Corporate learning is a broad term used to highlight the importance of ongoing improvement within the context of organizations, which includes talent management, workforce segmentation, careers, and learning technologies. For companies to maintain competitiveness, particularly in industries revolving around innovation, ongoing learning and development is essential throughout the organization (Tarique, 2014). Verizon has noted the key role of training and development in the sector in which it operates. As noted by Freifeld (2012) Verizon endeavors to create value by maintaining relevance and innovative status in the field of technology. Employee training and development is thereby a central facet through which Verizon intends upon maintaining

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Verizon Wireless was formed as a joint venture between Bell Atlantic and Vodafone AirTouch and began operations in the United States on April 4, 2000 (Verizon, 2013). Once the GTE, Bell Atlantic merger closed three months later in July, Verizon Wireless became the largest wireless company in the nation. As the company continued to grow, Verizon launched its 3G network in 2003, which significantly increased the speed in which data could be transmitted wirelessly and laid the foundation for customers to wirelessly stream music, surf the web, and send/receive e-mails on their mobile device (Verizon, n.d.). Subsequently, over the next 5 years, the number of cell phone subscribers in the United States exploded from 158 million to 269 million and

Training of supervisors in how to communicate and demonstrate safety practices to employees (Gomez-Melia et al., 2011).

This is why I feel there needs to be major changes in the way we educate the current and future construction workers so that they can truly understand and make sure to make construction safety one of there main focuses. One way of transforming the way construction safety is tough to others is by creating an updated and effect online platform construction safety platform which will educate employees in a very effective way. this online platform will not only go into detail in regards to previous and new construction safety procedures, but it will also make sure that each person who goes through the program comes out understanding all of the important construction safety tips. The first unique feature that the program will include is mandatory pop quizzes. These pop quizzes will come up throughout each safety chapter of the online program and will test each individual with specific questions based of off each of the specific chapters they are focusing on. Each chapter will have 20 pop quiz questions that will be asked throughout the chapter. These questions will later be tallied up for a grade. It is mandatory that you score a b- or higher on each of the chapters total pop quiz questions. If you do not do this, then you will be forced to have to go through the chapter again and be asked new questions. This process may seem difficult, but it will truly educate each and every employee who follows the online program since they will want to be focused and understand each of the

It's one thing to ask for your employees to work safely, however you should likewise have clear and basic strategies set up for them to take to guarantee that they are not only working in a safe domain but keeping the business under the same domain. Keeping information within the four walls demand that all journal PCs associated with the corporate system have security programming no questions asked. All business must be done by computer or face to face and not through phones. Approaches this way and more will help guarantee that your employees are doing their part to be security mindful because one mistake could cost the business even more.

Training and development provide employees the skills and knowledge to keep up with the company’s changes and growth. It can also help to develop and improve the corporate culture, its efficiency and its effectiveness; and helps in creating the learning culture within the company.