The fourth industrial revolution, caused by the ever-increasing pace of technological innovation, leads to changes in production, which, in turn, also requires the transformation of the labor market. Indeed, the progress manifests itself in the growth of robotization and digitalization, which reduces the demand for physical labor. Instead, human capital that includes education and culture becomes central as it can increase the creativity and innovativeness of an employee (Stachová et al., 2019). For this reason, numerous companies seek not only to hire highly educated workers but also intend to develop their internal human resources constantly.
The previous research recognizes several effective methods that help promote organizational learning. The most popular one among them is task-oriented training, which pursues developing the skills and expertise in the sphere directly related to the employee’s responsibilities (Mahadevan & Yap, 2019). They can have various forms, including lectures, coaching, mentoring, video conferences, and seminars, to name a few (Stachová et al., 2019). Additionally, the training that supposes immersive and practical experiences such as board games, simulation, or role-play can significantly improve employee learning (Mahadevan & Yap, 2019). As such, if the former approach is useful from the perspective of increasing the theoretical knowledge in the employee’s respective field, the latter helps realize the learned materials in practice in the controlled environment.
Moreover, technology is a crucial tool that leaders can use for educational purposes. It includes online courses, specially designed applications, or platforms where professionals can share their expertise and experiences. The effectiveness of these tools is explained by the fact that people can use them for learning anywhere and anytime and the ability to gamify the learning process, thus, making it more engaging (Tyfting, 2020). Therefore, it can significantly increase engagement and learning effectiveness.
Numerous companies adopted these and some other methods of organizational learning. However, the most successful among them are such brands as Marriott International, Amazon, Seattle Genetics, AT&T, Adobe, Wells Fargo, SAS, and Pixar, amongst others (Indeed Editorial Team, 2021). As for The Home Depot, I think the company is also quite effective in employee education. First, the company provides constant task-oriented training for people in various positions. This occurs in the form of personal supervisor mentorship or group meetings. Secondly, the company ensures that the training always properly addresses current issues such as COVID-19, for example. Moreover, the organization invests in technology that promotes employee development, including the development of such applications as PocketGuide, which serves as both an information source and a learning platform (The Home Depot, n.d.). However, I noticed the difficulty in engaging older employees in the learning process. There are several reasons for that, but the main one is the lack of understanding that the current market requires continuous education by these employees. For this reason, I would recommend that the company initiates a campaign that would promote a culture of continuous learning directed specifically at people from older generations.
As a sales consultant, I think that the training sessions and workshops that the company organizes help me and my colleagues become more effective at our jobs. For instance, guest speakers often share their experiences and sales techniques that are later used in the store with the customers. As for innovation, for instance, workers sometimes introduce ideas on how to improve the kids’ zone, what to include in workshops, or how to track whether the customer did not have any issues with the purchased products. Yet, it is hard to understand whether the innovativeness is a result of training or a person’s creativity, as not everyone can produce fresh ideas.
Overall, the current paper showed that the three most effective methods of employee development are task-oriented training, usage of various platforms and tools that help simulate real-life situations, and adoption of technological tools. Then, it was shown that The Home Depot successfully uses these methods for employee training. Next, it was suggested to create a campaign that would teach older employees about the importance of continuous education. Finally, the link between education and performance and innovative behavior was discussed.
Reference
Indeed Editorial Team. (2021). 27 of the best training programs companies offer. Indeed. Web.
Mahadevan, A., & Yap, M. H. (2019). Impact of training methods on employee performance in a direct selling organization, Malaysia. IOSR Journal of Business and Management, 21(10), 7-14.
Stachová, K., Papula, J., Stacho, Z., & Kohnová, L. (2019). External partnerships in employee education and development as the key to facing industry 4.0 challenges. Sustainability, 11(2), 345-364.
The Home Depot. (n.d.). Onboarding on the go: Mobile application enhances associate training. Web.
Tyfting, M. (2020). Using technology to support employee development from anywhere. Forbes. Web.