How HP identify training needs
In the past, training tended to be pushed out from the training department rather than being customer driven. The department offered supervisors and managers a menu of training for their staff with instructions about who the training was for. Supervisors had responsibility for performance appraisals but would not have been involved in planning training or evaluating its impact on performance. Since 2002, with the strategic development of the specialist Workforce Development Department at Leixlip, supervisors/line management have been expected to get much more involved with the development of their staff. While there are obviously important benefits to be gained with the new approach of engaging line management in the development of their staff, it has also reinforced the importance of a visionary Workforce Development Department in driving change. The approach they have taken to developing MoFIT, the technology-supported Mechatronics training programme, illustrates the value that their expertise can bring to the business.
...continue to training needs (FAS)
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