training and development case study pdf

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• 26 Jul 2023
• Research & Ideas

STEM Needs More Women. Recruiters Often Keep Them Out

Tech companies and programs turn to recruiters to find top-notch candidates, but gender bias can creep in long before women even apply, according to research by Jacqueline Ng Lane and colleagues. She highlights several tactics to make the process more equitable.

• 28 Feb 2023

Can Apprenticeships Work in the US? Employers Seeking New Talent Pipelines Take Note

What if the conventional college-and-internship route doesn't give future employees the skills they need to build tomorrow's companies? Research by Joseph Fuller and colleagues illustrates the advantages that apprenticeships can provide to employees and young talent.

• 09 Aug 2021

OneTen: Creating a New Pathway for Black Talent

A new organization aims to help 1 million Black Americans launch careers in the next decade, expanding the talent pool. Rawi E. Abdelal, Katherine Connolly Baden, and Boris Groysberg explain how. Open for comment; 0 Comments.

• 19 May 2021

Why America Needs a Better Bridge Between School and Career

As the COVID-19 pandemic wanes, America faces a critical opportunity to close gaps that leave many workers behind, say Joseph Fuller and Rachel Lipson. What will it take? Open for comment; 0 Comments.

• 23 Mar 2021
• Cold Call Podcast

Managing Future Growth at an Innovative Workforce Education Startup

Guild Education is an education marketplace that connects employers and universities to provide employees with “education as a benefit.” Now CEO and co-founder Rachel Carlson must decide how to manage the company’s future growth. Professor Bill Sahlman discusses this unique startup and Carlson’s plans for its growth in his case, “Guild Education: Unlocking Opportunity for America's Workforce.” Open for comment; 0 Comments.

• 06 Aug 2020

Who Will Give You the Best Professional Guidance?

Even the most powerful leaders need support and guidance occasionally. Julia Austin offers advice own how and where to find the right type of mentor. Open for comment; 0 Comments.

• 27 Apr 2020

How Remote Work Changes What We Think About Onboarding

COVID-19 has turned many companies into federations of remote workplaces, but without guidance on how their onboarding of new employees must change, says Boris Groysberg. Open for comment; 0 Comments.

• 07 Jul 2019

Walmart's Workforce of the Future

A case study by William Kerr explores Walmart's plans for future workforce makeup and training, and its search for opportunities from digital infrastructure and automation. Open for comment; 0 Comments.

• 30 Jun 2019
• Working Paper Summaries

The Comprehensive Effects of Sales Force Management: A Dynamic Structural Analysis of Selection, Compensation, and Training

When sales forces are well managed, firms can induce greater performance from them. For this study, the authors collaborated with a major multinational firm to develop and estimate a dynamic structural model of sales employee responses to various management instruments like compensation, training, and recruiting/termination policies.

• 03 Apr 2019

Learning or Playing? The Effect of Gamified Training on Performance

Games-based training is widely used to engage and motivate employees to learn, but research about its effectiveness has been scant. This study at a large professional services firm adopting a gamified training platform showed the training helps performance when employees are already highly engaged, and harms performance when they’re not.

• 02 Apr 2019

Managerial Quality and Productivity Dynamics

Which managerial skills, traits, and practices matter most for productivity? This study of a large garment firm in India analyzes the integration of features of managerial quality into a production process characterized by learning by doing.

• 23 Jul 2018

The Creative Consulting Company

Management theories cannot be tested in laboratories; they must be applied, tested, and extended in real organizations. For this reason the most creative consulting companies balance conflicting demands between short‐term business development and long‐term knowledge creation.

• 25 Jul 2016

Who is to Blame for 'The Great Training Robbery'?

Companies spend billions annually training their executives, yet rarely realize all the benefit they could, argue Michael Beer and colleagues. He discusses a new research paper, The Great Training Robbery. Open for comment; 0 Comments.

• 19 Apr 2016

The Great Training Robbery

There is a widely held assumption in corporate life that well trained, even inspired individuals can change the system. This article explains why training fails and discusses why the “great training robbery” persists. The authors offer a framework for integrating leadership and organization change and development, and discuss implications for the corporate HR function.

• 08 Sep 2015

Knowledge Transfer: You Can't Learn Surgery By Watching

Learning to perform a job by watching others and copying their actions is not a great technique for corporate knowledge transfer. Christopher G. Myers suggests a better approach: Coactive vicarious learning. Open for comment; 0 Comments.

• 17 Oct 2011

How ‘Hybrid’ Nonprofits Can Stay on Mission

As nonprofits add more for-profit elements to their business models, they can suffer mission drift. Associate Professor Julie Battilana says hybrid organizations can stay on target if they focus on two factors: the employees they hire and the way they socialize those employees. Key concepts include: In order to avoid mission drift, hybrid organizations need to focus on whom they hire and whether their employees are open to socialization. Because early socialization is so important, hybrid firms may be better off hiring new college graduates with no work background rather than a mix of seasoned bankers and social workers. The longer their tenure in a hybrid organization, the more likely top managers may be to hire junior people. Closed for comment; 0 Comments.

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SIEMENS: Training and Development Case Study Solution

strategies to meet these requirements. Workforce planning helps an organization to estimate its future workforce requirements and calculate the numbers, nature and sources of potential employees who might meet that demand. In other words, it is about getting the right number of people, with the right skills, in the right place and at the right time. Such as workforce, planning enables Siemens to inspection its present staff numbers and the skill it has in place as well as identify where it has skill gaps needed to meet its business objective. Therefore, workforce planning actually enables Siemens to identify the future and present gap of skill, talent and opportunity, so that Siemens can go training programs. Every workforce planning has a similar kind of model like- Environment Scan: Siemens can analyze the new environment where they are going to shift their production plan to another city or place. Such as, they are relocating its main plant in Lincoln to a bigger site outside...

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The purpose of this paper is to present a conceptual study established on the employee training and development program and its benefits. This paper will inspect the structure and elements of employee training and development program and later the study present what are the positive outcomes for employees and organizations. Organizations find it difficult to stay competitive in recent global economy. Importance of employee development program is growing for the organizations those pursuing to receive an advantage among competitors. Employees are esteemed resource of the organization and success or failure of the organization relay on the performance of employees. Therefore, organizations are financing large amount on employee training and development programs. Furthermore, in training program it is supportive for companies to emphasis on knowledge, expertise and ability of employees. There is substantial discussion among professionals and researchers on the affect that development program has on both employee and organization. The study described here is a vigilant assessment of literature on fundamental of employee development program and its benefits to organizations and employees.

Andrew Wafula

Companies are investing heavily in training programs to ensure competitiveness in their respective markets and also to ensure continuity within their ranks. The purpose of this study was to research on the influence of graduate trainee programs on performance of employees with reference to Nokia Networks Kenya. The areas covered were the recruitment and selection methods, training and development methods and criteria for leadership development with an aim to identify which factors influence the performance of graduate trainees. The target population of the study was the employees of Nokia Networks Kenya who have served either as mentors or coaches to at least one Graduate Trainee of the Siemens, Nokia Siemens Networks or Nokia Networks Kenya graduate trainee programs since January 2007, as well as all employees of Nokia Networks who are currently or have been members of Graduate Trainee Programs since January 2007. This resulted in a sampling frame of 68 employees, as obtained from the HR records of Nokia Networks. From this a sample size of 61 was obtained by using a sample size calculator. Questionnaires were used to be able to come up with data on which to examine the influence of the Graduate Trainee Programs on performance. The study aimed to answer the questions as to what influence the methods used to recruit, select, train and develop graduate trainees have an influence in the employees future performance in the organization. Data collected has been analysed both manually and by use of electronic methods using a data preparation grid. Descriptive analysis was used in analysing the collected data. The study recommends that Coaches and Mentors of Trainee programs should be trained on their role before being appointed. Also, trainee programs should focus on equipping the trainees with practical skills that can be used in their day to day work rather than just imparting theoretical knowledge. Finally, the study recommends that when selecting participants for trainee programs, some key characteristics to be considered are Initiative, Drive and Self-Motivation amongst the applicants.

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Training and development initiatives are educational activities within an organization that are designed to improve the job performance of an individual or group. These programs typically involve advancing a worker’s knowledge and skill sets and instilling greater motivation to enhance job performance.

Training programs can be created independently or with a learning administration system, with the goal of employee long-term development. Common training practices include orientations, classroom lectures, case studies, role playing, simulations and computer-based training, including e-learning.

Sometimes referred to as Human Resource Development (HRD), most employee training and development efforts are driven by an organization’s HRD function. These efforts are roughly divided into two types of programs:

Employee Training and Development A strategic tool for improving business outcomes by implementing internal educational programs that advance employee growth and retention.

Management Training and Development The practice of growing employees into managers and managers into effective leaders by the ongoing enhancement of certain knowledge, skills and abilities.

Successful businesses understand that it’s more beneficial and cost-effective to develop their existing employees instead of seeking out new talent.

The top ten benefits of employee training and development programs include:

• Increased productivity:  When employees stay current with new procedures and technologies, they can increase their overall output.
• Reduced micromanagement:  If workers feel empowered to perform a task, they typically require less oversight and work more independently. 1
• Train future leaders:  Organizations must have a solid pipeline of well-trained and innovative potential leaders to grow and adapt over time.
• Increased job satisfaction and retention:  Well-trained employees gain confidence in their abilities, leading to greater job satisfaction, a reduction in absenteeism and overall employee retention.
• Attract highly skilled employees:  Top recruits are attracted to firms with an identifiable career path based on consistent training and development.  
• Increased consistency:  Well-organized training ensures tasks are performed uniformly, resulting in tight quality control that end users can trust.
• Increased camaraderie:  Training and development helps create a sense of teamwork and collaboration.
• Bolstered safety:  Continuous training and development helps ensure employees have the knowledge and skills to perform a task safely.
• Ability to cross-train:  Providing consistent training creates a knowledgeable team overall where employees can help train or assist each other as needed.
• Added innovation:  Consistently trained employees can help develop new strategies and products, contributing to the company’s bottom line and continued success.

Read why the traditional corporate training and development model is gone and how IBM is creating personalized learning experiences.

The corporate marketplace is quickly changing, and businesses must be flexible and easily adapt to change. Technology is one of the key drivers in this rapid change, with automation and artificial intelligence (AI) in the forefront.

Here are four key trends impacting how organizations must rethink training and development:

Today’s corporations have discovered that it’s no longer just about what employees need to know, but also when, where and how the development experience enables performance. With the advancements in mobile technology , companies are relying more on mobile workforces . Training is migrating to mobile devices where apps provide “just-in-time” information and recommendations to workers across industries.

AI systems can process unstructured information in a similar way to humans. These systems understand language patterns and sensory inputs including text, pictures and auditory cues. AI-based software can customize how training content is delivered to a learner, based on their learning style, suggest content based on a learner’s past performance and predict what information is most important for them to learn next.

Agile learning is a process that encourages employees to learn by doing and iterate often, inspiring organizational change and buy-in. For example, IBM has introduced IBM Garage , a tool for executing, scaling and managing an organization’s multiple transformation initiatives. Companies like Ford Motor Company and Travelport are using IBM Garages around the world to create cultures of open collaboration and continuous learning.

While distance learning has been around for a long time, the COVID-19 pandemic has underscored the need for companies to have resilient, flexible, mobile workforce management. Organizations have learned that remote workforces need to be productive, engaged, and continually working towards learning and improvement.

Recent articles and industry surveys suggest that a lot of corporate training may be ineffective. Most training won’t be fully retained by learners. Businesses must build a culture of ongoing self-directed, self-motivated learning with focused distance learning programs and mobile "just-in-time" training.

Organizations also have to rethink the larger framework of what skills will be needed in the near future. A  recent meta-level IBM study  (PDF, 916 KB) predicts that more than 120 million workers in the world’s twelve largest economies may need to be retrained in the next three years because of AI-enabled automation.  

Several insights from the study include:

• Skilled humans fuel the global economy : Digital skills remain vital, but soft skills have become more important.
• Skills availability and quality are in jeopardy : The half-life of skills continues to shrink, while the time it takes to close a skills gap has ballooned, forcing organizations to find ways to stay ahead of skills relevancy.
• Intelligent automation is an economic game changer : Millions of workers will likely require retraining and learning new skills, and most companies and countries are ill-prepared for the task.
• Organizational cultures are shifting : The digital era has introduced the need for a new business model, new ways of working and a flexible culture that fosters the development of critical new skills.  

The study concludes that traditional hiring and training are no longer as effective, that different strategies and tactics can have a strong impact on closing the skills gap. Several strategies and tactics include:

• Make it personal : Tailor career, skills and learning development experiences uniquely to your employees' goals and interests.
• Improve transparency : Place skills at the center of the training strategy and aim for deep visibility into the skills position across the organization.
• Look inside and out : Adopt an open technology architecture and a set of partners able to take advantage of the latest advancements.

Learn new strategies for building and maintaining a skilled workforce, from the IBM Institute for Business Value study.

Enhance employee engagement and productivity, reskill your workforce faster, and reimagine ways of working to become an adaptive, skills-based, and AI-powered organization.

Maintaining a competitive edge in a dynamic economy demands faster innovation. Your challenge is having the right people with the right skills and tools to drive digital transformation.

The IBM training and certifications offers you the ability to earn credentials to demonstrate your expertise. It is designed to validate your skills and capability to perform role-related tasks and activities at a specified level of competence.

With recent market changes and disruptions, organizations need a workforce with digital skills and innovative processes to respond to both customers’ and employees’ evolving needs.

Key areas of focus will ensure that your workforce is empowered to be productive today, while strengthening your business resiliency strategy to aid in re-entry to the new normal.

The enormous opportunities and benefits artificial intelligence can bring to an organization require skills development programs designed to ensure consistency and intentional outcomes.

Discover a new approach to training and development based on partnership networks, user experiences and emerging technologies. (PDF, 136 KB)

Find out how to close the skills gap with a modern three-pronged workforce strategy to quickly reskill an organization’s workforce. (PDF, 488 KB)

Discover how training and development fits into the larger scope of next-generation enterprise transformation. (PDF, 1.1 MB)

1 The 6 key secrets to increasing empowerment in your team  (link resides outside of ibm.com). Joe Folkman. Forbes article. March 2017.  Where Companies Go Wrong with Learning and Development  (link resides outside of ibm.com). Steve Glaveski. Harvard Business Review blog. October 2, 2019.

Case Study Hub | Samples, Examples and Writing Tips

Case study on training and development, training and development case study:.

Training and development is the complex of actions and processes which are aimed at the improvement of the employees’ quality and productivity of work. Every organization, from a small firm to a great corporation functions well only due to the professional skills and proper education of its employees. A skillful and smart manager hiring an employee should be able to predict whether he is able to cope with his duties, whether he possesses enough knowledge and nerves to fulfill with his work in the most difficult and stressing situations which require fast urgent reactions.

We can write a Custom Case Study on Training and Development for you!

If the applicant meets the manager’s expectations, he will have to go through the long way of training and development to achieve skills required the organization. First of all every novice employee it trained by more experienced workers, who know about their profession everything. At first they do simpler tasks, but later every employee starts working as the others and develops his knowledge and skills required for successful high-quality work for the profit of the whole company.

The problem of training and development is important for every businessman who expects to hire the best people in his team. Every boss knows that time is money and when an employee requires too much time for training and development, the company loses money. So, in order to make the process of training fast, managers and the boss himself have to create the most effective methods and techniques for training in the shortest terms. This will save money and award the company with a new professional. A well-organized case study should be logically constructed, well-analyzed and researched in detail. A case study hides a certain problem connected with training and development and a student has to investigate the problem profoundly to understand the reason of the problem and analyze its consequences. One can also think over whether the solution of the problem was professional or whether it is possible to brainstorm much more effective solution, which can reduce the effect of the consequences.

It is sometimes difficult to prepare a good case study, because the process demands much time and nerves. One has to collect enough data to explain the problem of the case from all sides and to make a proper structure for the paper, which will satisfy the professor. This job is very complicated for inexperienced students, so they need high-quality writing help of the expert. One of the best solutions is to read a free example case study on training and development policy in the web. This help will be useful for students to catch the idea of the professional manner of writing. A free sample case study on training and development disadvantages will not only broaden student’s outlook but teach how to complete a good paper yourself.

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