Question

140 PART 2 Framework for Human Resource Development OPENING CASE Rockwell Collins is a manufacturer of electronic con company did not attend that training, citing work trols and communications devices. In 2001, it was demands in a majority of the cases as the reason spun off from Rockwell International to become a for canceling. In an effort to provide more training publicly traded company. The company is headquar- to a greater number of employees, the Learning tered in Cedar Rapids, lowa, and employs over and Development group at Rockwell Collins consid- 20,000 employees worldwide. Approximately 7,000 ered making increased use of outside training ven- of these employees work in Cedar Rapids, with dors, as well as changing the types of methods used other large operations in California, Florida, Texas, to deliver training. and Mexico. Rockwell Collins also has subsidiaries in Europe, Asia, South America, and Africa, as well Questions. If you were manager of learning and devel- as service locations around the world. opment at Rockwell Collins, where would you start in Rockwell Collins has long maintained a strong your efforts to improve the availability and effective- commitment to employee training and development.ness of company-sponsored training efforts? What sug- However, until 1998, all Rockwell Collins training gestions would you have concerning how training is was being conducted via classroom instruction designed and provided? Furthermore, what sugges- Twelve in-house trainers provided much of this train-tions do you have concerning who should provide the ing. One difficulty was that most of the employees training (ie, in-house trainers versus outside vendors)? who worked outside of Cedar Rapids had very lim- Finally, how would you seek to "sell" your recommen- ited access to training. In that same year, 28 percent dations to top management? of those who signed up for training within the

Answer 1

If I were the manager of learning and development at Rockwell Collins I would try various ideas to improve the effectiveness of company sponsored training efforts. Many times a lot of funds are provided towards training but they are not used adequately.

First I would ask employees to fill a questionnaire about what kind of training they worul like. What new skills they would like to learn and develop. Based on these answers, I would look for a qualified trainer in house or an expert from outside. The goal will be to provide adequate training and it should not matter if the trainer is in house or not. Also, I'll focus on the what is the need of the hour. For example if I know that people are having trouble handling negotiations with customers/vendors etc. I would try to address that in the training module.

I will also see that the training occurs on regular intervals and many employees should benefit from it.

I would sell this plan to top managment by telling them that if we spend time and energy in making effective training modules and see that employees benefit from them, we will increase productivity and overall satisfaction. When an employee feels that they are learning and gaining new skills at the job, they will feel more fulfilled. This is definitely help to boost the overall atmosphere and morale of the company.