Professional Documents
Culture Documents
- Sumantra Ghoshal, Sloan Management Review "Training and a strong learning ethic are embedded parts of Motorola's culture...The corporation learned some time ago that dollars spent on training programs not only empowered their employees but provided the necessary skills for the company's marketplace dominance. - James Borton, Columnist, Asia Times
Motorolas CEO required all divisions to spend at least 2% of budget on training. Over next 7 years, profits increased 47%.
Educational Programs
Classroom training and e-learning courses: Training and courses focus on job functions as well as leadership, management and compliance Technology-based learning resources: Content for resources such as podcasts and knowledge-sharing communities is generated internally by subject matter experts or by the user and reviewed by subject matter experts Educational assistance programs: They reimburse the tuition and fees for many employees working on degree and non-degree certificates or similar programs related to their work External institutions, seminars and conferences: Employees use external programs to supplement internal training and receive training credit for external and internal training
Sustaining Innovation
To deliver breakthrough technologies, they continually build the expertise of their employees through innovative training programs. Use technology to energize training and produce formats that fit with the cost constraints and time demands of their company. Providing tools to unlock the expertise of employees and allow them to share their knowledge and experience with their colleagues. For example, provide software that employees can use to convert presentations into engaging e-learning courses complete with animation, navigation and space to embed audio, video and other media. They distribute sound and video kits containing microphones and recording equipment that employees can use to create their own training podcasts. These are uploaded to intranet where they can be watched or downloaded onto mobile handsets.
LEADERSHIP DEVELOPMENT In our first year at Motorola Mobility, we will review our leadership development programs to ensure they are aligned with our values and deliver the competencies required in the new company. The global review process will also ensure that we develop consistent skills across the company. Our leadership portal contains positive examples of leadership using podcasts, videos by senior leaders on management subjects, success stories, and links to websites with free or inexpensive tools and information. The training site offered a low-cost way of continuing our leadership development activity during challenging economic times. By focusing on the subject most relevant to managers immediate business needs we ensured they gained the most value from taking time out to train. LEARNING 2.0 We are adapting our training to suit the next generation of digitally literate and geographically dispersed employees. Using a variety of new technologies, including rapid e-learning, virtual classrooms and mobile learning, we are invigorating our training methods to ensure they remain effective and relevant. We are also providing tools to help employees solve problems through collaboration. Our intranet includes social networking sites where people can share ideas and join online communities to solve problems. These include: Motmot (our Twitter) Motopedia (our Wikipedia) Peoplenet (our Facebook) Techtube (our YouTube) Read more about how we are energizing training and sustaining innovation.
Our products are designed, manufactured and tested to meet national and international requirements for consumer safety and performance. Our business success depends on keeping the trust that consumers have in the Motorola brand. This section covers a range of significant consumer issues that are important in maintaining our enviable reputation for quality and safety. These include: wireless communications and health, responsible driving, privacy, product accessibility and our measures to protect consumers from mobile theft.
Corporate responsibility is not just the right thing to do; it is an essential part of good management. It helps us to: Identify new business opportunities to meet emerging social needs Reduce costs by becoming more efficient in our use of energy and resources Avoid business risks and protect our reputation Anticipate and prepare for future regulation Maintain good relationships with our stakeholders Maintain the safety and quality of our products by ensuring high standards in our supply chain Protect the trust of our consumers and customers Attract and retain the best employees, including increasingly environmentally and socially conscious graduates
Issues: Understand the best practices in training and development of employees Appreciate how the training and development process evolved over the decades at Motorola Analyze the role of Motorola University in offering high quality employee training and education programs Study the method of designing the curriculum, instructions and learning modules at the Motorola University Critically analyze the e-learning initiatives at Motorola and examine its benefits and drawbacks
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Integrate new technologies into work Establish standards for work practices Gives the business a good image and more profit.
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