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soms23
16

Hi,

I was just browsing this site HRFolks.com and found a good article about the Best Practises.

This article talks about the a Training process followed in Motorola. Hope this helps you. Read On......
:)

The quest for success in today’s global market demands a shared vision and close cooperation between Motorola, its customers and suppliers. To achieve this, products and services must be the finest in the world.

The Mission Statement of Motorola says : " To support Motorola’s key goals and initiatives by working with selected customers and suppliers to improve their performance through diagnostic evaluations, customized education and training programs and applications support which range from single interventions to full systems solutions for continuous performance improvement.

Motorola is a global leader in providing integrated communications solutions and embedded electronic solutions.

The early years

In 1928 Paul V. Galvin (1895-1959) and his brother Joseph E. Galvin (1899-1944) purchased the battery eliminator business of the bankrupt Stewart Storage Battery Company in Chicago. They incorporated the Galvin Manufacturing Corporation on September 25, 1928 starting off with five employees; the Companys first product was a battery eliminator. It enabled battery-operated home radios to operate on ordinary household current. As battery-operated radios became obsolete, so does the battery eliminator.

The first practical and affordable auto radio is produced by the Galvin Manufacturing Corporation. Auto radios were not available from automobile manufacturers, so the Galvin auto radio is sold and installed as an accessory by independent automotive distributors and dealers. Paul Galvin coined the name Motorola for the company's new products, linking the ideas of motion and radio.

Today

Motorola continues to grow at a significant rate, with more than 20,000 associates being hired each year. With that growth comes the need for training that gets new hires up and running, quickly. Motorola provides training to all its associates worldwide through CD-ROM, Internet applications, wireless data and a host of other emerging technologies.

According to Jeff Oberlin, Director of Motorola University’s Department of Emerging Technologies and Human Resources Trends " The use of CD-ROM, Internet applications, wireless data and a host of other emerging technologies must be fully explored. Our intent is to find those situations where alternative training delivery is the best way to transfer information"

Motorola University has taken responsibility for propelling multimedia technologies forward. Following are some of their accomplishments :

The Motorola Multimedia Committee ( MMC) - to promote the use of alternative learning technologies in Motorola’s businesses. ( MMC) - to promote the use of alternative learning technologies in Motorola’s businesses.

Motorola Yesterday, Today, Tomorrow (MYTT) - is a new history and culture course that teaches through the use of stories. Subscribers receive via e-mail or intranet, two to three episodes per week of engaging stories from Motorola’s past, present or future. Subscriptions are also available via CD-ROM. (MYTT) - is a new history and culture course that teaches through the use of stories. Subscribers receive via e-mail or intranet, two to three episodes per week of engaging stories from Motorola’s past, present or future. Subscriptions are also available via CD-ROM.

Introduction to Design for Manufacturability Introduction to Design for Manufacturability CD-ROM - this is an introductory course on the design for manufacturability method. This method enables cross-functional teams to create product and process designs that meet customer satisfaction requirements for product quality.

The Motorola Career Planning Information on CD-ROM - The Motorola Career Planning Information on CD-ROM - Corporate HR is designing a multimedia application that runs on desk top computer CD-ROM drives, intranets. The application will present Motorolans with career planning information and tools that will help them define, plan and achieve their career goals.

HR 2000 Programme HR 2000 Programme - With the emerging globalization trend, Motorola has designed a common program for all its diverse business locations. All the participants undergo rigorous training programs as follows:

An intensive three week orientation to Motorola culture, values, goals and initiatives.

An 18 month training program consisting of at least three rotations in at least three different sectors.

Functional training in at least three or more of HR areas.

Quarterly training and debriefing sessions.

Final placement in the specific business and position in the candidate’s country or region or region of origin.

The Hr 2000 training structure enables Motorola to position multi-skilled, capable human resources management candidates within growing markets, thus significantly expanding the company’s worldwide sphere of influence.

As a global corporation, it is critical for Motorola to learn a global approach tpo management. Through this innovative program, Motorola heads for the future armed with HR leaders trained to handle the myriad challenges of a global marketplace.

You could also share some of the best HR practises you have come across.

Regards,

Soumya Shankar

From India, Bangalore
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Soms23
Hr Manager
Hemaa
Hr Associate Manager
Pink Panther
H R Manager

Pink Panther
hey pal....gr8 article.....
tell us if u know about best / innovative practices of employee rewards and recognitions (both monetary and non monetary) of some of the Indian organisations with good HR practices..
luv,
Pink Panther.

From India, Pune
hemaa
3

Hi,
I am looking for info on the R & R scheme used in your organisations for rewarding HR professionals.
The details I am looking for are: 1. Frequency 2. Criteria 3. Title of the award.
Thanks in advance,
Hemaa

From India, Madras
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