Learning and Development Essay Example | Topics and Well Written Essays - 3250 words

Learning and Development - Essay mannikinThis report has recommended a multi-tiered and large-scale structural change to the Mumbai, India call centre. The first stage of the change involves the carrying into action of a educate program. The next stage implements employee and customer evaluation practices that establish employee raises, as well as employees who can assume supervisory positions. While statistical models are greatly implemented during this phase, the next evaluative phase implements qualitative research methods to identify individuals for career talk over practices. These individuals leave receive career counseling and then be given the option to receive higher takes education and then an upper level management or executive position with Acorns operations in the coupled Kingdom. Finally, the report has exhibit that human resources contribute to both(prenominal) competitive advantage and business strategy. Introduction Organizational socialisation and demea nor spans a wide array of elements and concerns. One witnesses a great many elements related to governing bodyal concerns in the Acorn call centre that was recently opened in Mumbai, India. Opened in 2003 the Acorn India call centre is an off-shoot of the keep companys main United Kingdom operations. While some cultural elements were considered in establishing this centre, including voice and emphasize training and cultural awareness, it is clear that there is a degree of dissonance between practice and perception. What has emerged is an arranging that is experiencing high turnaround and an organizational culture that feels they are non a part of the main United Kingdom operations. Some of the most prominent theories have considered the nature of organizations as conforming to trends and values inwardly the specific institutional environment Leong (1993, p. 42). Referred to an institutional theory this perspective offers an overarching perspective on organizational culture Leo ng (1993, p. 42). In terms of establishing organizational culture its recognized that such elements are established both within the employee community as well as in the structure the management and executives establish Leong (1993, p. 42). within the context of Acorn institutional challenges have emerged as the company structure in the United Kingdom has not applied readily to its Mumbia, India operations. This research advances with the overarching contextual recognition that because of this organizational culture major changes needed to be implemented in relation to learning and development and career management. Specific considerations are given to the organizations training programs, demographics, and in-built career advancement practices. Analysis Learning and Training While career elements have perhaps the greatest focus for needed organizational change at Acorn, more foundationally staff training constitutes a major area of concern. Just as Acorn has failed to establish a c areer management program the organization has also fallen short in establishing adequate training mechanisms. One of the central thorough-puts of this digest then is the recognition that before Acorn has the necessary corporate infrastructure to implement the career system that will satisfy their employees at the Mumbai call centre it must first establish a