1
2-2 Case Study One: Using Training and Development to Spice up Business Results
OL-655-X3603 Talent Development & Workforce Plan 18TW3
2-2 Case Study One: Using Training and Development to Spice up Business Results
m
er as
Harvey W. Booker III
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o.
rs e
ou urc
o
aC s
vi y re
ed d
ar stu
is
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This study source was downloaded by 100000805705997 from CourseHero.com on 04-27-2021 23:39:46 GMT -05:00
https://www.coursehero.com/file/34343161/McCormickdocx/
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2-2 Case Study One: Using Training and Development to Spice up Business Results
McCormick has enjoyed its share of success over the past few decades. However, as the
time goes on, things must change, for the better of the company. If I were Vice President of
Learning for McCormick, there would be a lot of changes that I would make. All changes would
benefit both internal and external stakeholders and company executives. I would implement
strategies that are centered around hands-on learning activities that will help the company hire
and retain employees. The hardest obstacle for most employers are retention, and I believe that
training and development on the front end may contribute to that turnover. Simultaneously, the
company also focuses on growing their sales, managing cost and strategic bases, planning for
m
er as
succession and fostering innovation. As VP of Learning, I would also create initiatives around
co
eH w
job shadowing where entry level employees monitor and watch more seasoned employees to
o.
learn more about job duties. This ties in with the hands-on approach that was briefly mentioned.
rs e
ou urc
Additionally, to increase employee retention and satisfaction, while also, providing
o
opportunities to advance learning and to qualify for higher positions, I would begin a tuition
aC s
vi y re
reimbursement program. More specifically, there are requirements that will need to be met to
ensure qualification for reimbursement; such as the employee must graduate in a field or take
ed d
courses in a field that aligns with positions within the company. Tuition Reimbursement is done
ar stu
on an employer to employer basis so once or if the employee leaves, depending on when,
eligibility is revoked and repayment may be necessary: this would be a commitment from all
is
Th
parties involved to invest in the future of the employee. Offering this program, again, will give
those interested an opportunity to expand and increase their learning curve.
sh
To determine to effectiveness of the initiatives, it must take time. Especially with new
hires. Typically, there is a 90-day probational period and during this time, the employee is not
allowed to miss any days, to use any company PTO accrued and other benefits that current
This study source was downloaded by 100000805705997 from CourseHero.com on 04-27-2021 23:39:46 GMT -05:00
https://www.coursehero.com/file/34343161/McCormickdocx/
2-2 Case Study One: Using Training and Development to Spice up Business Results
OL-655-X3603 Talent Development & Workforce Plan 18TW3
2-2 Case Study One: Using Training and Development to Spice up Business Results
m
er as
Harvey W. Booker III
co
eH w
o.
rs e
ou urc
o
aC s
vi y re
ed d
ar stu
is
Th
sh
This study source was downloaded by 100000805705997 from CourseHero.com on 04-27-2021 23:39:46 GMT -05:00
https://www.coursehero.com/file/34343161/McCormickdocx/
, 2
2-2 Case Study One: Using Training and Development to Spice up Business Results
McCormick has enjoyed its share of success over the past few decades. However, as the
time goes on, things must change, for the better of the company. If I were Vice President of
Learning for McCormick, there would be a lot of changes that I would make. All changes would
benefit both internal and external stakeholders and company executives. I would implement
strategies that are centered around hands-on learning activities that will help the company hire
and retain employees. The hardest obstacle for most employers are retention, and I believe that
training and development on the front end may contribute to that turnover. Simultaneously, the
company also focuses on growing their sales, managing cost and strategic bases, planning for
m
er as
succession and fostering innovation. As VP of Learning, I would also create initiatives around
co
eH w
job shadowing where entry level employees monitor and watch more seasoned employees to
o.
learn more about job duties. This ties in with the hands-on approach that was briefly mentioned.
rs e
ou urc
Additionally, to increase employee retention and satisfaction, while also, providing
o
opportunities to advance learning and to qualify for higher positions, I would begin a tuition
aC s
vi y re
reimbursement program. More specifically, there are requirements that will need to be met to
ensure qualification for reimbursement; such as the employee must graduate in a field or take
ed d
courses in a field that aligns with positions within the company. Tuition Reimbursement is done
ar stu
on an employer to employer basis so once or if the employee leaves, depending on when,
eligibility is revoked and repayment may be necessary: this would be a commitment from all
is
Th
parties involved to invest in the future of the employee. Offering this program, again, will give
those interested an opportunity to expand and increase their learning curve.
sh
To determine to effectiveness of the initiatives, it must take time. Especially with new
hires. Typically, there is a 90-day probational period and during this time, the employee is not
allowed to miss any days, to use any company PTO accrued and other benefits that current
This study source was downloaded by 100000805705997 from CourseHero.com on 04-27-2021 23:39:46 GMT -05:00
https://www.coursehero.com/file/34343161/McCormickdocx/
