What are the main mechanisms employed by OKI (Scotland) to create and strengthen its knowledge base?
OKI has developed a mechanism a very efficient mechanism where every recruit has to be trained. Training new hires is part of induction that ensures that the employee has the right information about the company. OKI trains new hires to reduce anxiety and make them at ease by giving them a presentation about the Company by watching a video that explains the companys cultural values and activities that are conducted. The videos are presented by the Scottish site created by BBC. New recruits are informed about the quality issues, of how they should handle themselves in the company. OKI inducts their recruits by familiarizing them with the business rules and regulations that are based on teamwork. Also, their induction process has changed for the better based on the feedback from other trainees who have taken the induction courses.
Shared learning is significant in creating and strengthening knowledge in OKI. This is where the company has been imparting knowledge on their subordinates by coming up with career development opportunities where one can expound on their knowledge. Therefore this culture and philosophy has created shared learning in the company.
On-the-job training has been another mechanism used by OKI to create and strengthen its knowledge. Here, new recruits are given a product that has been destroyed and are asked to reconstruct it in a way that it will appear as the original product. They have also put in place training matrix where for instance there are three posts for technicians namely; training technician, special operator and technician. This gives them a chance to make mistakes, correct them and learn new skills.
Training programs are one of the best ways to strengthen and create new knowledge. OKI has helped and supported 30 percent of its employees by enrolling them in higher education institutions to learn new skills and add more knowledge to what they already have. They have put in place technical training courses such as apprenticeship according to Governments Modern Apprenticeship scheme where seven apprentices are required. OKI has brought in place ten technicians through the course referred to as train the trainer to equip the trainees with required skills. Personal development programs are also available for the team leaders as an effective way to strengthen knowledge in the Organization. It aims at helping leaders come up with a development plan that can benefit the community; building a facility for the physically challenged.
Interpret the main mechanisms used to strengthen knowledge by case study business using real-world application.
Inducting new recruits. Induction is the process by which new employees are introduced to the Organization and familiarized with the companys rules, policies, management and any relevant information concerning the Organization. Induction programs differ with different groups, some find them relevant and other think they are a waste of time. In the current groups, the introduction is conducted by HR managers or department managers for few weeks or months depending on the complexity of the job. Induction increases retention chances of the new employees, improved morale and feeling accepted in the company. More so, selection strengthens knowledge of the business and how it operates.
Career development opportunity is mostly encouraged in most Organizations by the management. Professional development opportunity gives the company a chance to retain top talents
since they are part of valuable assets in the enterprise. Additionally, the engagement and productivity are boosted thereby creating a positive company image. Employees achieve this by taking up courses that they feel will be of value to the enterprise. Companies also support them by giving them academic leaves or free hours to attend classes. Also, with the retirement of the aged workforce, it is crucial that a company retains the wealth of experience and knowledge. Career development ensures that such valuable aspects are not lost.
Training programs are very common in the modern industry. At one point in any employees career, training has to take place. With the dynamic world that is always changing, technology changes. Therefore employees have to be trained to cope and compete with other giant companies. HR ensures that every employee attends a training program that can ne on-the-job training or off-the- job training. Managers are also trained for instance to improve their skills on how to deal with employees and on communication skills.
Analyze the major external and internal sources of knowledge obtained by case study business.
Lectures from Coat-bridge College lecturers who come for evening classes from 5.30pm to 7.30pm. OKI has strong links with the college and although it is quite expensive inviting in lecturers to the Organization, it saves a lot to the employees. Employees take up courses every year and this has been possible with the support of the local environment.
Government Modern Apprenticeship scheme where employees are trained on the job. The government makes it possible for employees to take up technical courses under the supervision of an apprenticeship.
New recruits training. OKI has used this training to impact knowledge to new employees through the management by introducing them to the organization. They are also made aware of their duties and responsibilities in the company.
Personal development training programs is an internal source used y OKI to create and strengthen knowledge. This is mostly participated by team leaders through the Leading Edge project involving the middle and senior management staff to identify their strengths and weaknesses and come up with projects to be managed in the community.
How successful or otherwise has the subsidiary been in implementing parent company practices: What factors have helped or hindered the process?
Although OKI is not in the same class as Japan regarding success and management, they have succeeded in the least that they have done. Most organizations find training programs as a waste of time and companys resources. OKI has implemented a training program for its employees where the Government has supported them in apprenticeship courses. The training programs with no doubt have been a success as they have put in place benchmarks to measure how an employee is performing the training program. Management has also helped in strengthening knowledge where they have their personal development programs to learn their strengths and weaknesses.
Analyze the impact of factors in the implementation of parent company practices and summarizes using scholarly sources.
Excellent image and reputation
Implementing new culture and values into the subsidiary will help the business have a good reputation by following the footsteps of the Parent company. Also, the values of the parent company are well embedded, so this will create a high and prevailing culture to the subsidiary.
Parent companies have been existence for a long time compared to the subsidiary company; therefore they are more familiar with the market industry. Implementation of the practices exercised by parent company will with no doubt improve the productivity of branch. For instance, annual performance appraisal for each employee will lead to improved performance.
New practices will mean that new management from parent company will be sent to the subsidiary for supervision. During this period, the employee will be governed with a close check and corrected where necessary. Success is sure with good governance.
Argote, L. (2013). Organizational Learning: Creating, retaining and transferring knowledge. Heidelberg: Springer.
Cohen, M. D., & Sproull, L. S. (1997). Organizational learning. Thousand Oaks, Cal. [u.a.: Sage Publ.
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