McCormick Case
McCormick & Company
As Vice President of Learning, the types of training and development initiatives I would create, will be aligned with our overall business strategy that will help support the organization in reaching its business goals. Such as, “Diversify the Learning Portfolio”, to encourage the use of technology for training, provide more opportunities for personalized learning, using mentors and coaches. “Expand Who is Trained”, it is very important for employees to be well versed and knowledgeable about the company’s product and/or services. “Improve Customer Service”, having strong customer service skills is a key factor in obtaining and retaining customers in which, has a direct link and a measurable effect on a company’s bottom-line. With employees often being the first to encounter a new potential or current customer, they need product knowledge and the ability to communicate with customers effectively. Also, employees need to know that, they have a certain degree of autonomy within their specified role in the company with, decision-making authority. “Align Training and Development with the Company’s Direction”, it would be pointless not to provide a training and development program that does not support the company goals. Employees that has the skills and knowledge are more effective and add value to the organization.
The metrics that I would employ would, be the ones that give an overall view of the company and how well it is performing. By measuring employee retention, employee engagement, customer service, productivity, and quality, using the balanced scorecard, I would be better able to measure the effectiveness of my initiatives that was created. The balance scorecard has four perspectives that could be measured like customer. Metrics that could be used for customers are time, quality, performance, service and cost. Another variable is internal, that measures the process that that influence customer satisfaction which, is very important to
As Vice President of Learning, the types of training and development initiatives I would create, will be aligned with our overall business strategy that will help support the organization in reaching its business goals. Such as, “Diversify the Learning Portfolio”, to encourage the use of technology for training, provide more opportunities for personalized learning, using mentors and coaches. “Expand Who is Trained”, it is very important for employees to be well versed and knowledgeable about the company’s product and/or services. “Improve Customer Service”, having strong customer service skills is a key factor in obtaining and retaining customers in which, has a direct link and a measurable effect on a company’s bottom-line. With employees often being the first to encounter a new potential or current customer, they need product knowledge and the ability to communicate with customers effectively. Also, employees need to know that, they have a certain degree of autonomy within their specified role in the company with, decision-making authority. “Align Training and Development with the Company’s Direction”, it would be pointless not to provide a training and development program that does not support the company goals. Employees that has the skills and knowledge are more effective and add value to the organization.
The metrics that I would employ would, be the ones that give an overall view of the company and how well it is performing. By measuring employee retention, employee engagement, customer service, productivity, and quality, using the balanced scorecard, I would be better able to measure the effectiveness of my initiatives that was created. The balance scorecard has four perspectives that could be measured like customer. Metrics that could be used for customers are time, quality, performance, service and cost. Another variable is internal, that measures the process that that influence customer satisfaction which, is very important to