Haskell Inc. strategic training and development
The business landscape is shifting and competition has gone a notch higher. It is therefore the companies that excel in the training and development of employees and embraces innovation that survives the challenge of competition. Haskel international came third in the top 100 training list which is an improvement from eleventh in the previous year. The company is found in Burbank, California and because of its training and development, it has managed to be a global leader in the production of hydraulic and pressure pumps. The company’s vision is to solve tomorrow’s problem today. The privately-owned company has been in existence for over seventy years because of the solid training and development strategies that the company has put across. Under the human resource management wing, there is a research and development department that has a higher budget to research and develop better solutions to please the customers with novel solutions to their pumping solutions (Choudhury, & Sharma, 2019).
As a global leader in the manufacture of pressure and hydraulic pump, the operations of the organization are founded on the slogan that the customers, partners, and employees lean on the organization for better performance. it is therefore important to note that the HRM department is focused on training the employees of better services, research on the needs of customers, and come up with solutions that are far-reaching and solve problems for all the customers in various industries such as marine, airspace, automotive, and taking care of the gas and oil through perfect valves and hydraulic solutions. Both aerospace and defense depend on the company for better services and that are collinear with the problems of the client. Training is the prerequisite for innovation which is responsible for better performance in the organization and the employees produce customer-oriented projects courtesy of the training. The management has put training as mandatory for all new employees so that they are accredited by the company as having completed the courses required for work in the company regardless of whether they did an undergraduate course related to their area of operations. Further, the employees are entitled to periodical training to refresh their knowledge and make them efficient and knowledgeable in their respective areas of expertise (Vaseyskaya, & Glukhov, 2018).
The convenience of the training
The company gets the best from the training because a special team is formed and is responsible for planning all the forms of training and offers the training to the most deserving people for it to make a difference in the company. The research and development department researches to get the knowledge gap and any information that is missing in the organization will be factored in the training to keep the employees not only informed but also give them what they need during training. The management believes that if the training sessions are not effective, the overall goal of the training will not be met in the organization. The first strategy that the company uses to ensure that the training is effective is that they use effective communication that before any communication, the training program is communicated to the employees who have a chance to air their views on the areas they need to refresh their knowledge. The knowledge gap analysis includes various forms including supervisors’ reports, on-job observation, and opinion polls done by the trainees to facilitate dispensation of a true record of what they know and what they need to know (Freifeld, 2021). The gap assessment in the company is made easy because of the positive culture between the employees and the research and development department which enjoys a good rapport.
The initial communication about the training program is not only made public but also gives the employees a role in determining the training delivery method of their choices such as classes, e-learning, video tutorials, or any other platform that the employees are fond of. Using employee-friendly methods for training not only makes the training effective but also productive and it will achieve the goals of the management. The most interesting part is that the organization set aside a considerable huge budget for training and development which makes it possible for the company to hire the best training staff and manufacturers of the technologies used in the industry (Sotvoldiev, 2020).
T&D Function of Heskell Inc.
As illustrated earlier, the organization carries out a thorough training needs analysis so that the topics and subjects employees will be exposed to training will add value to the organization at all times. The interview and adequate time needed before the training is identified and goals are set from the word to go so that as they are evaluated at the end of the training, the audit function must be convinced that the training made a difference in the employee’s life for it to be considered worth it. The culture of accountability is enshrined in the company and anything that does not add culture is discarded. The TNA focuses on identifying the gap and then setting objectives that are specific to the needs of the company that is measurable, achievable, realistic, and finally, they need to be time-bound. Such goals are called SMART objectives and they help the audit department to find out whether or not the training adds value to the organization (Choudhury, & Sharma, 2019). The training is further designed to meet the needs of the organization and therefore it is tailored and organized in such a way that it is conducted in shifts during which normal operations in the business will not be affected. The objectives further reflect the execution plan that the organization has and wishes to evaluate shortly.
The ADDIE model is used in the organization since all the needs of the organization are analyzed, once the needs have been identified, the organization then incorporates the views of the employees who are aware and conversant with the training that is likely to improve their skills. The company values stakeholder buy-ins and the management ensures that they obtain the employee buy-ins for the idea before it can be implemented in the long run. When the employees are happy with the training, they will approach it with zeal and anxiety and hence all the concepts learned in the training will improve the services offered in the real-world operations of the organization (Ravitch et al. 2019).
Conclusion
In a nutshell, training and development is the antidote for industries to beat the competition that is becoming a threat to the sustainability of businesses in the corporate world. Training is the only approach that will keep employees and other relevant stakeholders current in handling the dynamic customer problems. As the needs of the customers change, the solutions also need to be adjusted so any organization that sticks to the old modes of operations may not win the trust of the new clients. When a company has a solid research and development team with a T&D wing, all the new technologies in the industry will be analyzed, understood and proper innovation to meet the client’s need will be developed and the training will ensure that the skills are cascaded down to the employees which will improve quality of services. Haskell Inc. has succeeded in being a global leader in many industries because it has positive strategies and plans which ensure that training is performed in the best way and to cover a vivid gap (Freifeld, 2021). The training process starts from the knowledge gap analysis which is performed after the employee’s buy-ins have been obtained for them to have the correct moral. The culture of accountability in the company enhances both the employees and the trainers to form SMART goals which will be evaluated at the end of the training to determine whether the training added value to the organization (Freifeld, 2021). The evaluation results will be used in subsequent training plans. Haskell Inc.’s strategy has therefore helped the company to move from 8th position in 2020 to third position in 2021. The benefits of training have been underscored by the company’s to remain a global leader in hydraulics courtesy of training. T&D function is, therefore, a very element of an organization’s management strategy and any company that aspires to perform better in the field must develop dynamic training models for them to remain competitive and relevant in the industry.
References
Company website: https://www.haskel.com/en-us/industries
Choudhury, G. B., & Sharma, V. (2019). Review and comparison of various training effectiveness evaluation models for R & D Organization performance. PM World Journal, VIII (II). Retrieved from https://pmworldlibrary. net/wp-content/uploads/2019/02/pmwj79-Feb2019-Choudhury-Sharma-comparison-of-training-effectiveness-models-for-rd. pdf.
Sotvoldiev, K. R. (2020). MODELING A SYSTEM OF TRAINING ORGANIZATION. Scientific Bulletin of Namangan State University, 2(7), 451-455.
Christiansen, D. T., Diatchki, I. S., Dockins, R., Hendrix, J., & Ravitch, T. (2019). Dependently typed Haskell in industry (experience report). Proceedings of the ACM on Programming Languages, 3(ICFP), 1-16.
Vaseyskaya, N. O., & Glukhov, V. V. (2018). The principles of organizing the educational system for personnel training in a digital economy. Научно-технические ведомости Санкт-Петербургского государственного политехнического университета. Экономические науки, 11(2).
Training Industry. (2013, May 23). Organizational models in training. Retrieved from https://trainingindustry.com/wiki/strategy-alignment-and-planning/organizational-models-in-training/
Freifeld, L. (2021, February 8). Training Magazine ranks 2021 Training Top 100 organizations. Retrieved from https://trainingmag.com/training-magazine-ranks-2021-training-top-100-organizations/