Project Management and Next Steps at HP
Mukesh Shrestha
MS510: Human Resources Management
Professor Louis Lopez
February 13, 2015 Project Management and Next Steps at HP
In this case study what kinds of trainings are required to keep the company competent and need assessment of the required trainings are illustrated using the example company as Hewlett-Packard (HP). Training is the systematic process of providing employees with the competences knowledge skills and abilities that is required to do their current and future jobs (Lepak & Gowan (2010). Here when HP's service division decided to focus more on external IT consulting then Ron Kempf , the director of project management, planned to conduct need assessment first to find out …show more content…
Cost of conducting training for a large number of employees is very high so need assessment of the training is necessary. Here kempf did need assessment of the training and conducted training of its worldwide staffs working with ESI International. Training initiative has been successful. It helped HP in taking competitive advantage over its rivals. HP became able to boost its profit margin and keep its projects within the budget. But now its competitor companies have also the same certification so the HP needs to think for the next step and also the 20% of the first group of employees who were trained will retire in five years. This all requires HP to think for the next step to continue its competitive advantage over its …show more content…
Here it needs to train its 2500 worldwide workforce to make them competent and certified which is costly as well as time consuming. If HP were a small company, it may not need to train its employees using various training formats. This company may only exist in only one place so that the training may be much easier than in case of it as big company. In case of small companies managers can easily identify which employee needs what kind of training in what time. So in case of small companies training program are simpler and easier than the big companies. Here since HP is a big company it included the networking participants and e-learning in its training methods but if it was not a big company then these methods won't be necessary to train its
Mukesh Shrestha
MS510: Human Resources Management
Professor Louis Lopez
February 13, 2015 Project Management and Next Steps at HP
In this case study what kinds of trainings are required to keep the company competent and need assessment of the required trainings are illustrated using the example company as Hewlett-Packard (HP). Training is the systematic process of providing employees with the competences knowledge skills and abilities that is required to do their current and future jobs (Lepak & Gowan (2010). Here when HP's service division decided to focus more on external IT consulting then Ron Kempf , the director of project management, planned to conduct need assessment first to find out …show more content…
Cost of conducting training for a large number of employees is very high so need assessment of the training is necessary. Here kempf did need assessment of the training and conducted training of its worldwide staffs working with ESI International. Training initiative has been successful. It helped HP in taking competitive advantage over its rivals. HP became able to boost its profit margin and keep its projects within the budget. But now its competitor companies have also the same certification so the HP needs to think for the next step and also the 20% of the first group of employees who were trained will retire in five years. This all requires HP to think for the next step to continue its competitive advantage over its …show more content…
Here it needs to train its 2500 worldwide workforce to make them competent and certified which is costly as well as time consuming. If HP were a small company, it may not need to train its employees using various training formats. This company may only exist in only one place so that the training may be much easier than in case of it as big company. In case of small companies managers can easily identify which employee needs what kind of training in what time. So in case of small companies training program are simpler and easier than the big companies. Here since HP is a big company it included the networking participants and e-learning in its training methods but if it was not a big company then these methods won't be necessary to train its