Case Study: Training and Development at Verizon - Analysis

This essay analyzes Verizon's training and development strategies, focusing on the adoption of new technologies like social media. It explores the ease with which Verizon can integrate these technologies, considering the company's goals and existing infrastructure. The essay then applies Kirkpatrick's evaluation model to assess Verizon's social media learning initiatives, outlining specific metrics for each level of the model (reaction, learning, behavior, and results). Finally, it discusses the availability of training on an 'as-needed' basis, examining the benefits and drawbacks of this approach. The analysis draws on the case study of Verizon and relevant academic literature to support its arguments.

Training and development

TRAINING AND DEVELOPMENT 1
Answer and Question
1.
I think it was an easy step for Verizon’s but it also facing the challenges while adopting the
new technologies in the business. As per the CS, the company have three business goals in
order to build business and a workforce that were strong as its networks, to lead in
shareholder value creation, and to be recognised as an iconic technology company. Iconic
technology company indicates that the company who adopts the advance and innovative
technology companies. As per the business goals of the company, it is essential for it to adopt
the innovative ideas of advance technology.
Previously the company provides the hand notes to their employees in order to provide the
information and instruction to do the work. The employees of the organisation are also
habitual with this kind of activities due to which they face the challenge while adopting the
new technologies for training and development activities. It is difficult period for an
employee to understand the concepts and uses of technology in a short period of time. These
types of challenges face by the company while adopting the technology (Noe, 2017).
But it is not too difficult for the company to adopt the social media in order to train the
employee as it is a technological solution organisation. Except the training and development,
the whole activities of the organisation are performed with the help of using the technology
(Cohen, 2017). That is why, it can be said that the uses of new technology and social media is
easy to adopt it by the company.
2.
Kirkpatrick Model is an appropriate model in terms of analysing and evaluating the outcomes
of training and educational programs. It takes into account any style of training, both informal

TRAINING AND DEVELOPMENT 2
and formal. In order to determine the training and educational programs, the company
aptitude based on four levels criteria. The four criteria of this models are reaction, learning,
behavioural change, and the organisational performances (Kurt, 2016). As per the CS, the
company adopts the social media application for provide the training to its employees. The
company has to follows these steps to evaluate the use of social media to train the employees.
Reaction- the company has to ask the question from employees regarding their online training
experience in order to evaluate the difficulties face by the employees.
Learning- The Company has to take the test after providing the training to employees through
social media. The process of taking the test helps to evaluate the learning of an employee.
The company has to organise the test after every only lecture in order to unlock the further
lectures by clearing the test.
Behaviour changes- The Company evaluate the performance of an employee by analysing the
changes in his behaviour. The company has to organise the meetings for face to face
interaction with the employees. In this meeting, the discussion is made on the topics which
are discussed in online training lecture so that the employee discussed and represent their
knowledge in front of others. The attitude and personality to represent them helps to evaluate
the performance. The company can use the TWOS metrics in order to evaluate the strength
and weakness of the employees in terms of changing the behaviour (Rossett, and Mohr,
2004).
Organisational performance- The Company has to evaluate the performance of an
organisation with the past performances. Differences between the performances help to
evaluate the success in using social media.

TRAINING AND DEVELOPMENT 3
Evaluating the organisational performance is more beneficial for the organisation as compare
to others three models for Verizon ‘company. According to CS, the senior manager adopts
the cross-functional teams in order to identify the barriers while creating the shareholder
value. The company has to adopt the TWOS metrics and BCG matrix to evaluate the
organisational performance. TWOS metrics helps to identify the barriers as well while
creating the share value.
3.
As per the CS, it has been seen that the videos of lecture are viral among the employee who
helps to train them easily. It is observed that the employees are getting trained through social
media which is beneficial for the company. The employees are happy to learn things through
social media. It is considered as the best source of training the employees in the organisation.
Everything have two aspects as same as the social media training have two aspects. It is
observed that the employees learn the things online lectures, videos and have the facility to
repeat it again and again while wants to learn it. But still there are various training needs are
not fulfilled with this social media trainings and development program.
It has been seen that the employee does not understand the concepts more as compare to the
face to face training. The chance of lack of understanding among the employees is arises and
the feedbacks are also not given by the social media. Feedback is also essential part of
training in terms of motivation. Social media training is failed to provide the feedback to
trainees and motivate the employees. The employee also does not ask the cross question to
trainee while getting the training due to which the chances of lack of understanding is arises
(Donelan, 2016).

TRAINING AND DEVELOPMENT 4
References
Cohen, E. (2017) Employee training and development. In CSR for HR (pp. 153-162).
Routledge.
Donelan, H. (2016) Social media for professional development and networking opportunities
in academia. Journal of Further and Higher Education, 40(5), pp.706-729.
Kurt, S. (2016) Kirkpatrick Model: Four Levels of Learning Evaluation. [online] Available
from:https://educationaltechnology.net/kirkpatrick-model-four-levels-learning-evaluation/
[Accessed 6/04/19].
Noe, R. (2017) Employee Training and Development, 7th edition, McGraw-Hill Education,
NY
Rossett, A and Mohr, E (2004)“Performance support tools: Where learning, work, and
results converge. 58(2), pp. 34-39.