Verizon Training Strategy

For any individual, learning and growth are personal important which also makes important for the company because, if you learn, indirectly company benefits, therefore learning and growing should always in the balance scorecard. Verizon employees need to take 6 hours of training mandatory. We

When Verizon Wireless was formed in 2000, our CEO, Dennis Strigl, meticulously created a mission statement that not only described the reason for our company’s existence, but also clearly defined our organizational values, desired culture, and governs how we should interact with customers, competitors, suppliers, our community, and our team members (Verizon (USA), n.d.). As a result, our mission statement/credo is deeply interwoven in the Systems and Structure of our organization. Potential new hires are required to read our mission statement/credo and are asked several questions related to our credo to assess their alignment with our core values and culture. Furthermore, we regularly assess the alignment of all employees with our credo as

The communications network within Verizon is typically effective, however, at times we struggle to keep pace with the speed of change in the marketplace and effectively disseminate information between departments and throughout our organization. As a large corporation, we are frequently able to leverage the size and scale of our company to our advantage and positively impact customers, shareholders, and employees. However, the size and scale of our business also creates challenges with how quickly and effectively information can be disseminated, retained, and transformed into knowledge by our employees. This is particularly apparent when we are launching a new pricing plans and/or a special promotion. Typically, our Marketing department will develop the new plans/promotion, construct the advertising campaign, and build the internal launch plan with limited involvement from Sales

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).

As I already told you before, my skill being ux/vx based, but the project I'm doing was absolutely not related to my skill, so I'm completely packed with some surplus works which is extremely no use of my carrier at this time.

Verizon is a major telecommunication provider in the United States. The company is the market leader, with $110 billion revenue and $2.4 billion in profit (MSN Moneycentral, 2012). Verizon has steady revenue streams that are largely based on a subscription model. It has several business segments, including wireless (63.3% of revenues) and wireline (36.7%) (2011 Verizon Annual Report). Most of this report will therefore focus on the wireless business, not only because this is the largest business that the company operates but because it is a rapidly growing and evolving business as well, a function of the rapid pace of smartphone adoption in America.

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,

Telstra is the leading telecommunication company in Australia. Their strategic purpose can be identified through their mission, vision, values and objectives. Telstra considers the improvement of how people live and work as a vision for the company. Their mission is introducing technologies and content solutions that are simple, easy and valued by customers. Telstra’s core values are about how showing care, and to work with customers and to trust one another, as well as making complex simple.

Verizon Wireless is utilizing many ways to create its current culture. By implementing a mandatory training program for executives, the process of cross-train along with problem solving, and solutions being presented to a board, has set the example for training on all levels (Freifeld, 2012). Verizon has dedicated a plan to choose top performing graduates and enroll them in an internship, which aids in the employment of intelligent and career centered employees who also care about customer service. This training along with employee recruitment meets both the role modeling, training, and coaching process along with the organizational goals and performance criteria. Verizon has developed steps to hire and train at a challenging level.

Verizon changed their organizational culture through role modeling, training, and coaching (Kinicki & Williams, 2013). Verizon created the Leading for Shareholder Value (LSV) and the Verizon Leadership Development Program (VLDP) as a means for cultural change (Kinicki & Williams, 2013).

As Kevin said, reducing costs is one way to become more profitable. Engaging employees by incentivizing is highly rewarding in many ways. You reduce injuries, reduce time off requests and sick time, you increase innovation and foster teamwork, just to name a few. Happy employees are loyal employees. Loyalty, dedication and innovation= increased profits= increased shareholder value. Just imagine where the world would be today if we had never allowed Bell Telephone Labs, AT&T, G.E. or IBM to innovate and grow. We would never be sharing our ideas in this virtual collaborative classroom today. That acquisition in 1984 went for a mere $16 Billion. Thank you monopolistic corporate America for your big dreams and vision (Riordan, 2005).

The Communications Department has been working diligently with all BOLDFlash departments to implement the new “communication culture”. This new initiative is aimed at improving our ability to communicate effectively with our distributors, customers, suppliers, and all team mates at BOLDFlash. Our goal is to create an environment where effective communication techniques are known, understood, and utilized by all employees. This training plan addresses key areas of focus for creating the communications culture. The goal of this plan is to create effective training for the Mobile Division management team.

Customer service, employee retention and growth, doing more with less, quality and productivity are some of the issues affecting company’s ability to implement new training and learning tools. Training is a necessity if companies want to maintain competitive. There are several forces that affect learning in the workplace including: globalization, business strategy, demographics and diversity of the workforce, generational differences, talent management, new technology, intangible assets such as human capital, and quality of customer service. Training enables employees to serve

Due to the reorganization of the sales team and the shifting focus of the sales force, it is important that the team be educated with the tools necessary and prepared to take on this challenge. The new sales team, consisting of members from InterClean as well as members from EnviroTech, is going to need training to learn how to tackle the changes that are occurring.

This research shows an increase in both employees and business performance when an organization sets and closely ties individual employee goals to the company's overall strategy. However, a large number of workers today can understand the goals and strategies of the company