E-Hr in P&G

Procter & Gamble Co is an American global consumer goods company. P&G have various products that range from personal hygiene products to household products.

The support in developing members is through regular performance feedbacks, career development sessions and goal settings. Additional development in capabilities and skills opportunities are also offered through online modules, instructor-led training and on the job training. Throughout the year of 2013, approximately 38,228 online enrolments resulted in 18,265 online training hours also 9810 team members took part in 8734 hours of instructor-led development training.

The Dollar General cooperation ensures that a well-established training plan in all departments is developed and implemented in line with the strategic plan. Training will assess the needs of the implementation plan and the organization as a whole. Evaluation of the training method will be used for effectiveness and suggestions for improved practices that is beneficial to the organization. It will be placed a high on the list of priorities for resource allocation. At the operational level, the managers may be requested to provide new concepts on the quality of training and educating for the new implementation plan.

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

Training methods can be classified in three ways: information presentation, simulation methods, or on-the-job training (Cascio, 2006). The method of choice for our training will be a

The manager of the training department envisions training to split into asynchronous and synchronous. The basic functionality of the EMR can be taught using E-Learning courses, and a more personal approach will be a face to face training. He is “responsible for all the subsystem that lead to the design, delivery and implementation of the program.” (Moore & Kearseley, 2012, p.18).

Procter & Gamble (P&G) is a Fortune 500 American multinational company, and a world 's leading consumer goods company. P&G’s work is driven by a Purpose of providing branded products and services of superior quality and value to improve the lives of the world’s consumers now and for generations to come. P&G now has 50 Leadership Brands, which are among the world 's best known and which account for more than 90% of P&G sales. P&G entered the Chinese market through a joint venture in 1988. Now, P&G is the most successful foreign marketer in China as measured by market share.

The key problem that is described for this case “Improvements at ServeNow" involves the management practices of Mr. Bushley, who has been too busy to standardize a training program for his management team, and has no potential successors for the 4 mangers he is losing to entrepreneurship and retirement. Faced with this challenge, he has hired a consultant to assist with this transitional period and plan for better training and effective communication in the future. Mr. Bushley says that he does not have time or experience to help alleviate the situation. The use of technology for training and communication

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).

There is a variety of options to choose from, for instance, a common option many companies choose from is to make use of already established MOOC provider’s courses. The simplest option is to encourage employees to improve complete parts of their training using relevant courses from the existing MOOC providers (Dodson, Kitburi, & Berge, 2015, pp.17). For instance, Coursera collaborated with MasterCard and provided a course based on web applications for 2,500 MasterCard employees (Sanchez-Gordon & Lujan-Mora, 2015, pp.123). In addition, another variation of “pick and choose” is by utilizing only parts of a MOOC and tweak it to their needs. Rather than integrating a complete MOOC solution or using outside help, Aman Resorts can take the most useful features of the MOOC for their training solution. This way, Aman Resorts does not have to build one from the ground up, and may be able to integrate previous training solutions (Dodson, Kitburi, & Berge, 2015, pp.17). Also, by utilizing only parts of the MOOC, Aman Resorts also gets greater control over the content used in the training and potential savings in

HP recognizes that one of its most important resources is its employees. Therefore, it has developed several different programs that employees can benefit from and take advantage of. Such programs include the Total Rewards Program, HP University, Voice of the Workforce, Leadership Development, and Employee Reassignment. Under HP’s Total Rewards Program employees receive competitive base pay, a comprehensive benefits package, and the chance to earn bonuses based on their performance. In today’s world, it is very important to find a job that can provide great benefits and HP does not disappoint. It has created a comprehensive benefits package that includes a flexible medical benefits program allowing employees to build their own plan, a great 401k plan setting employees up for the future, vacation time, paid sick leave, adoption assistance program for employees who chose to adopt, employee assistance program, and several other programs (Hewlett-Packard, 2010). HP has also realized that in order to have the best workforce, it must provide training and development programs. As a result, it created the HP University (HPU) in 2013 for employees to further develop their skills or train for better positions within HP. “With about 10,000 courses to choose from, HP employees completed 5.8 million training hours in 2013, with 75% delivered as virtual sessions or self-paced online courses, which allow people to learn anywhere, anytime” (Hewlett-Packard, 2013). In addition, HP

The electronic learning portal is taking place of many of the employee training programs. This is because E-learning portal can be used to deliver the study material directly to the employee instead of the employee needing to have a supervisor deliver it directly. This program has shown to save companies anywhere between 30 and 70 percent over traditional methods (Fister, 2008). Utilizing this system decreases

Procter & Gamble (P&G) is a world-leading producer of consumer goods. Today, it consists of over 20 million dollar brands (like Gillette) and operates in 42 countries

Electronic Training Management Systems are generally utilized as a part of instructive foundations around the globe. Worker preparing tries to enhance aptitudes, or add to the current level of learning so representative is better prepared to do his present employment, or to set him up for a higher position with expanded obligations.

Table 8 shows the impact of technical trainings. 50% of SHG members have gain confidence, 19% have increased their marketing linkage,45% have developed bank linkage, 61% got enhanced their skills and 32% have developed their managerial skills.