Training
The purpose of this discussion is to provide a Plan and develop a training program within the organization known as AT&T. Human Resource Development The part of human resource management that specifically deals with training and development of the employees. Human resource development includes training an individual after he/she is first hired, providing opportunities to learn new skills, distributing resources that are beneficial for the employee's tasks, and any other developmental activities (Human Resource Development)."
AT&T is one of the oldest companies in the world. Its inception began in 1876, when Alexander Graham Bell invented the telephone. Since this time the company has grown tremendously. The mission of the company is to "connect people with their world, everywhere they live and work, and do it better than anyone else (Company Information)." At the current time AT & T. is a leading provider of IP-based communications. The company also has the fastest mobile broadband network in the world. At&T also has the largest WiFi network in the United States. AT&T is also "making huge advances in the entertainment and communications industry. For example, we've expanded our video offerings to include television services such as AT&T U-verse® TV and AT&T|DIRECTV. It's part of our "three-screen" integration strategy to deliver services across the three screens people rely on most -- the mobile device, the PC and the TV (Company Information)."
Business Strategy and Organizational Culture
The company's business strategy is consistent with the mission of the company which is the connect people throughout the world and do so better than any other company. To this end AT&T has developed a business strategy over the years, which has aggressively sought some of the most innovative products and services. AT&T has also been active in acquiring other companies which is one of the reasons it has such a large network.
Organizational culture or corporate culture is defined as an "organization-specific system of widely shared assumptions and values that give rise to typical behavior patterns. These systems of cognition and behavior patterns are transmitted to organizational entrants in formal (e.g., mission statements) and informal ways (e.g., modes of speech) (Gordon, 1991)." Organizational culture at AT&T is often seen a being profit-focused instead of customer focused (Yellin, 2009). That is the company places a great deal of its energy into making a profit and the ways in which they can be profitable, as opposed to focusing on needs and desires or consumers. One of the reasons for the current culture at AT&T is the company's past when it had a monopoly on the industry (Weiser, 2009). During this time the way that customers were treated might not have been as important to the company because there was no competition. However in today's environment AT&T does have competition and the way customers are treated has an impact upon the company. AT&T has tried in the past to change the corporate culture ("A Brief History: The New AT&T") and it has changed to some extent, however there is a lasting residue of a profit-driven organizational culture that needs to be addressed.
Overview of the Human Resource Development Process
Training need analysis- skills, knowledge, attitude.
Conducting a training needs analysis is vitally important because doing so guarantees that the training that is implemented is consistent with the needs of AT&T. The training need analysis should be conducted by an outside consultant. Doing so will allow for an unbiased assessment of the needs of the company. There following are the four main areas of the assessment that need to take place
1. Skills- assessing skills is essential because the purpose of it is to alter the behavior of employees or trainees. This is achieved by receiving instructions concerning the new skills to be acquired. Once these skills are taught they must be practiced and then the new skill set must be evaluated.
2. Knowledge-training should be concerned with improving the knowledge of trainees concerning the particular area of need. This knowledge will be needed if the training is to be successful.
3. Attitude -- the attitudes of employees must also be changed so that they are consistent with the changes that AT&T wants to adopt. Changing attitudes can be difficult particularly if the organizational culture encourages attitudes that are inconsistent with the changes that the company is attempting to make. Additionally the attitudes of long time employees may be extremely difficult to alter.
4. Behavior -- the employees will be challenged to practice new behaviors and replace their old behaviors. This is essential to having successful training. Behavior is the element that ensures that the company...
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