Westpac believes by offering programs and support, targeted at mature age workers they can continue to retain and attract the best talent in the market.
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Overall, the response to the Prime of Life program has been extremely positive, showing a more engaged mature workforce which is more likely to stay at Westpac for longer. Westpac recognises that managers play an integral role in engaging and retaining mature age employees and see that it is important that they have support and training available to them.
These included:. The Surfers Paradise Marriot resort and Spa the Marriott which is part of the EHP group of companies, employs more than employees in its peak season. One hundred percent of the older workers hold these critical roles. The Marriot introduced a re-skilling program for older workers.
Training and development
The program is particularly important for workers who are unable to continue in their current role due to changing work practices and demands or who are considering retirement. It was important to the Marriot they did not lose the skills and experience held by the Chef. A re-skilling program was put in place to minimise the risk of losing the Teppanyaki skill in the business. A mature age worker previously a security guard was given the opportunity to be trained as a future Teppanyaki Chef as well as a number of young trainees. The mature age staff member completed his formal training and is working full time as a Teppanyaki Chef under the guidance of the Head Chef.
In addition to the training program for the trainees, the Head Chef has now been able to reduce his hours so that he can continue working in a more flexible employment arrangement 3 days per week. The Marriot plans to continue to identify and implement strategies to build their workforce including the development and utilisation of mature age workers. It is owned by the community and is operated as a not for profit public benevolent organisation in the retirement living and aged care sectors.
This stage revealed some important areas of opportunity for TenarisUniversity and led to the final 10 TenarisUniversity New Model characteristics:. Areas of opportunity for this new model include the redefinition of corporate training include informal learning, collaborative learning, and other new learning styles that have emerged as a result of social changes; the revamp of learning platforms to make them friendlier and enable the possibility to recognize and track non-traditional training; and creation of a new TenarisUniversity employee role to enhance motivation and external curation to make training more personalized and self-directed.
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Core project tasks have been divided into teams led by TenarisUniversity Regions Representatives and Corporate Areas to create synergy and take advantage of diverse inputs. These tracks cover the main New Model aspects such as Platform Definitions, Knowledge-Sharing strategy creation, New Model Communications, New Content Design, and Implementation of Minimum Requirements among others, creating eight groups with 50 employees from all regions participating part-time in the project.
The proof of concept will take place in core areas of the business such as Commercial and Industrial, and in HR Regional and Global Areas, as well as beta-testers.
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TenarisUniversity schools are working with subject matters experts from each area to reconvert current educational content and add curated materials to this new learning experience. Proof of concepts will be launched between January and February and will last for six months.
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The platform, Degreed , was chosen to be the new model front-end and has been working with the Tenaris IT Team since September. Degreed is an online platform for tracking, measuring, and sharing skills. Its Business version operates as an enterprise learning portal that integrates with existing learning management systems and external resources. Proprietary and external content coexists in a learning ecosystem providing the learner with a holistic view of his or her learning.
go The third phase involves the implementation of the New TenarisUniversity Model for all Tenaris Salaried employees after the proof of concept stage. All the necessary adjustments will be implemented in order to make the new learning model for Tenaris.
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TenarisUniversity must update, adapt, and, in the end, transform, its learning model. Ingrid Urman is a Human Resources professional, an intrapreneur with focus on corporate education.
She is currently the head of Learning Experiences in TenarisUniversity, the corporate university at Tenaris, which ranked in the Top 10 of Training Top Click here for more information. Training magazine, published by Lakewood Media Group, is a professional development magazine that advocates training and workforce development as a business tool. Skip to main content. Search form Search.
Article Author:. Proof of Concept The proof of concept will take place in core areas of the business such as Commercial and Industrial, and in HR Regional and Global Areas, as well as beta-testers. Phase 3: Global Rollout The third phase involves the implementation of the New TenarisUniversity Model for all Tenaris Salaried employees after the proof of concept stage.