Training And Development of Medtronic in Australia †Free Samples

Question: Discuss about the Training And Development of Medtronic in Australia. Answer: Introduction The report is prepared to discuss the various aspects of training and development considering the business organization Medtronic in Australia. The company is a global leader in the medical technology, services and solutions that aim to improve the lives and health of human beings every year. The organization has been using the best quality deep clinical, economic and therapeutic expertise and skills to address the complex issues and challenges that are faced by the health care systems and organizations in the present era. Training is driven by the need and requirements within the workplace of the organization and so there are various things that are considered while providing training opportunities to the individuals within the workplace. The topic will discuss about the impact of high performance models of work systems that can create an impact on the training needs of the individuals at Medtronic, Australia (medtronic.com, 2018). There are other factors too such as sustainability, globalization, focus on the organizations strategies, attraction and retention of talents, changes in economic conditions, customers services and quality emphasis along with increased value that has been placed on the intangible assets and human capital. But among all these things, the most important aspect considered here is the high performance models of the work system that have been used for enhancing the efficiency of the training sessions and improving the skills, knowledge and expertise among the workers. High performance work systems affecting the employee attitudes and group performance Training within the workplace is important for improving the skills, knowledge and expertise of the workers and at the same time, allow them to perform to their potential for delivering the best quality services to people and ensure that they are kept satisfied. The High performance work systems, also referred to as the HPWS includes a wide range of human resource practices including the selection and recruitment of individuals along with the training scopes and opportunities provided to them. According to various studies, it was found that these kinds of models had created direct impact in terms of high performances and even enhanced the departmental performance through influence on employees attitudes, behaviors and discretionary behaviors too. The behaviors of the employees are positive when they tend to perform to their potential with their training skills improved and also while they are satisfied with their job roles and working conditions (Salas et al., 2012). The high perform ance working systems model also could improve the organizational citizenship behaviors of the employees and furthermore allow them to strengthen the workforce by enabling innovation and creativity too. Few of the most effective models that could be used by Medtronic include Instructional system design model or ISD and the ADDIE model, which should conduct a detailed analysis, manage designs, development, implement and finally evaluate the findings quite efficiently. This would also help in understanding the needs of development of the employees and furthermore ensure employees readiness for training (Wilson, 2014). The various steps to create training scopes for the individuals are creation of a learning environment, enabling proper transfer of training methods and implementing the best strategy to evaluate the findings. It is important for Medtronic to align the effective human resource strategy with the strategies of the organization to provide updated data and information to the employees and make them perform to their potential such as enrolling them in the training and development programs, identifying the employee related benefits and information and providing answers to the basic compensation questions. The employees of Medtronic should possess better skills, knowledge, motivation and better scopes to excel when the HR practices are aligned with the organizational strategy (van den Akker et al., 2012). Making investments on the selection, training and compensation benefits provided to the employees is an integral part of the organization that can directly create positive impact on the employee behaviors and attitudes. Monitoring and measuring their performances is essential to rectify their mistakes and reach to the root cause of the blunders caused by them. This would also help in checking whether they had been satisfied with the job role or not (Grohmann Kauffeld, 2013). High performance models of work systems The training process should be designed according to the principles of the Instructional System Design model. The ISD model helps in designing as well as developing the training programs and has been universally accepted for managing the analysis, design, development, implementation and evaluation with ease and effectiveness. According to the model, at first, it is necessary to conduct an assessment for understanding the needs and requirements of development of the individuals and then the readiness for training sessions. This is facilitated by analyzing the needs and requirements and through performance monitoring as well. The major steps of the model are to create an effective learning environment, enable transfer of training and development of an evaluation plan, design the issues and lastly select the most appropriate training method for improving the skills, knowledge and expertise of the employees (Nda Fard, 2013). Monitoring and evaluation are essential aspects of the program related to the evaluation that are based on certain assumptions including the support provided to the employees for reaching the training and instructional goals and objectives and measurement of the learning objectives too. The concept of evaluation is also necessary for making plans and selects the most appropriate training method that can be helpful for monitoring the performances of the workers and at the same time, make necessary changes according to the training design process with ease and effectiveness (Sabzian Gilakjani, 2013). It is often found that the training programs must go through several steps to derive the best results and this is not the case most of the times. The various steps that are needed to be followed according to the ISD model are conducting the needs assessment, ensuring the employees readiness to become part of the training, creation of a properlearning environment, management of transfer of training and development of an evaluation plan. These steps should be followed by the selection of the most appropriate training method, monitoring and evaluating the efficiency of the training program at Medtronic, Australia (Bernier et al., 2012). The goals and objectives at Medtronic are set according to the corporate level effectiveness and growth. Due to this, the organization has conduct the needs assessment of the employees and linked those with the vision and mission of the organization ensure that the readiness and engagement of the employees in the training programs bring positive results. To align the organizational strategies with the vision and mission of the organization, string leadership skills are required align with cross-functional leadership skills, which can keep the workforce motivated and encouraged towards the successful achievement of goals and objectives. The managers and leaders of the organization need certain skills to check the growth of the company and identify the areas of weaknesses where the employees have failed miserably. There were many managers who belong from different backgrounds and cultures, due to which there might be conflicts and misunderstandings as well, because of which, cultural a wareness should be emphasized on as well (Dirani, 2012). To bring value, it is also important to keep the customers satisfied by keeping them engaged with the information and data about the medical services provided at Medtronic. It would be essential for Medtronic to introduce a new heart therapy that should include the most skilled workers who possess proper knowledge and skills about the treatment procedures. To do so, the new heart therapy is included with a training event broadcast for making them skilled enough and allows them to contribute to the business success (Baron Parent, 2015). Most important managerial skills The manager must have leadership skills to set priorities, delegate and motivate the people within the workplace and communicate to them about the organizational goals and objectives. They should possess the communication skills for developing a compelling presentation, support the goals and objectives by making the employees understand the ideas and inspire others to facilitate their knowledge and expertise. Critical thinking skills must be present among the leaders of Medtronic to prevent bias and provide equal opportunities to the employees. The project management skills would allow the manager to grasp the scopes and objectives, furthermore recognize own as well as others roles and responsibilities so that a cross functional team is formed where they can work in coordination and as an unit (Ji et al., 2012). The collaboration skills present among the leader would assist him to prevent cultural differences and develop rapport among the employees; thereby make them consult with eac h other regardless of each others background, culture or religion from which they belong. This would promote values and positive beliefs as well as enhance the organizational effectiveness at Medtronic (medtronic.com, 2018). Conclusion The high performance work systems model included appraisal of the performances of the employees of Medtronic, compensation benefits provided to them for enhancing their performances and made them perform to their potential. The employees should possess better skills, knowledge and expertise through better motivation and encouragement, furthermore gain better opportunities to excel. Here the high performancehuman resource management practices were aligned with the working conditions to manage the betterment of performances of the health care staffs at Medtronic, Australia. The ISD and AIDD models were used to ensure that the right training program could be selected and so that the workforce efficiency could be improved. 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