Hewlett-Packard Case Study

HP Company is a renowned technology giant that invests in training its workforce with necessary and comprehensive skills, knowledge, and abilities. HP uses an extensive training and learning program that focuses on soft, hard, and business and leadership related skills. Through the L&D program in collaboration with HP Project Management Professions managers, a learning curriculum is developed. The curriculum is comprehensive as it focuses on all functions of HP as well as employee expertise levels (PMI, 2016). This shows that the effectiveness and value of the learning program as it is considerate of employee levels incorporates existing and new market trends, and aligns with the organizational goals and objectives. The inclusivity of this learning program ensures that HP trains its workforce in all crucial areas, and they are ready to solve existing and emerging market trends.

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As a manager, implementing this comprehensive training and learning program in Verizon Communication Inc., can be useful and challenging at the same time. A need assessment must be conducted and different expertise levels among employees defined. When implementing, various factors will be considered, namely the stakeholders, resources available, organizational culture, systems put in place, and finally, the organizational structure. The division based organizational structure requires online training options, and the corporate culture supports a learning and development environment. These two will simplify the implementation of the learning program (Gregory, 2017). Verizon Communication Inc. operates and manages many projects, programs, and portfolios requiring extensive and conclusive training among employees. In addition to the R&D, a Learning and Development Department should be formed to ensure the change process is effectively managed. As a manager, I would develop a team in the HR that conducts a strategic analysis and how the proposed L&D program would align with Verizon’s goals. Once adequate and convincing information is acquired, I would present it to all involved stakeholders for views and opinions.

Some of the expected challenges include resistance to change among some stakeholders, improper alignment of the proposed program with the company’s goals and objectives, and reduced inclusivity of the intended learning program. HP’s training program has valuable lessons that a company like Verizon can adopt. They include having a separate department in all divisions that focuses on learning and career development. The learning program should be inclusive and concentrate on the different employee expertise levels to ensure the training is all around.

 

References

Gregory, L. (2017, August 19). Verizon’s Organizational Culture of Quality in Performance. Retrieved from http://panmore.com/verizon-organizational-culture-quality-performance#targetText=Teamwork.&targetText=Teamwork%20is%20significant%20in%20the,and%20maintaining%20its%20telecommunications%20infrastructure.

PMI. (2016). Case Study: Taking Project Management Learning to a Higher Level. PMI.

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