Introduction
Wells Fargo combines modern technologies with existing human resources to drive performance. Such technologies make it easier for employees to realize their goals and minimize wastes. Training systems at Wells Fargo guided by modern informatics have been put in place in an attempt to promote performance (Imran, Maqbool, & Shafique, 2014). Many workers at the company acquire and use new skills to support the targeted goals. However, some suggestions can be presented in order to empower more workers and make the firm more productive. This discussion examines the current use of technology and training systems at Wells Fargo. The paper goes further to offer powerful suggestions that can be used to improve Wells Fargo’s profitability.
Thesis Statement: Although Wells Fargo’s use of technology and training systems have led to increased productivity, new lean-guided implementations, modern systems, and the use of social media platforms can lead to improved business performance.
Assessment of the Existing Technology Requirements and Training Systems
Wells Fargo has numerous resources that support the targeted business potentials. The company’s human resource (HR) department monitors different departments in order to understand the best technological systems that can drive performance. The leaders at the company identify new technologies that have the potential to support the needs of different workers. Since technology changes every day, the company outlines the targeted goals in order to acquire the most desirable systems (Wells Fargo, 2016). This practice is done to support the needs of the workers. Motivated workers find it easier to deliver positive results.
Some of the technologies used at Wells Fargo include computers, internet, a computing software, accounting programs, and training videos (Wells Fargo, 2016). Such technologies guide, support, and empower more workers at the organization. These technological advancements continue to support the performance of many employees. Business managers believe strongly that “the use of modern technologies can result in increased productivity” (Imran et al., 2014, p. 63). At Wells Fargo, such technologies are matched with the skills possessed by different employees.
Workers are guided to use such technologies in an ethical manner. Banking operations are supported by modernized software programs. The employees are informed about the importance of using such technological systems in an effective and ethical manner. Whenever necessary, individuals are guided and mentored in order to use new technologies effectively. HR managers use their competencies to guide different workers and drive performance (Wells Fargo, 2016). The concept of lean is also embraced to acquire new technologies that can minimize wastes. The ultimate goal is to ensure the targeted customers acquire exemplary products. The implemented technologies are used to improve employees’ productivity, make staffing much easier, and support career development (Wells Fargo, 2016).
When employees are allowed to use such technological systems, it becomes easier for them to achieve their career goals. Wells Fargo uses technological staffing systems. Such systems are used to equip more workers with the best skill sets. This approach supports the company’s goals because every new employee is able to add value (Wells Fargo, 2016). These technological considerations increase the competency and productivity of every employee.
Training systems are also taken seriously at Wells Fargo. Training at the company is undertaken by managers, supervisors, and departmental heads. The firm has instituted powerful training systems that are informed by the deficiencies of the targeted workers (Imran et al., 2014). Whenever Wells Fargo implements a new change, training is done to promote better organizational practices. The role of training at Wells Fargo is to equip the workers with advanced skills and make it easier for them to support the targeted goals.
The targeted workers are monitored in order to ensure the training process improves their competencies and skill sets (Falola, Osibanjo, & Ojo, 2014). When such skills are combined with the newly-acquired technological systems, the workers find it easier to focus on the targeted goals. At Wells Fargo, training is embraced whenever new goals are outlined. This approach has continued to support most of the company’s objectives. Many experts have indicated conclusively that the continued use of such technologies and training approaches have made it easier for Wells Fargo to increase productivity.
Suggestions to Improve Technology Requirements and Training Systems
It is agreeable that Wells Fargo considers the availability and effectiveness of different technologies towards supporting different employees. However, some recommendations can make a significant difference for the firm. To begin with, advanced technologies capable of promoting staffing and management can be embraced by Wells Fargo (Falola et al., 2014). A good example is the use of decision support systems (DSSs). These systems make it easier for managers to come up with the best staffing decisions, analyze the challenges affecting the business, and implement better initiatives that can deliver positive results.
Modern technologies such as Information Security Systems (ISSs) have the potential to address a wide range of challenges such as cybercrime. The malpractice can affect the performance of different employees and eventually affect the targeted objectives. The firm should embrace the use of modern social platforms to guide its employees, facilitate organizational communication, and improve the level of motivation (Hunt, 2014). Social media networks have the potential to motivate and equip more employees with new competencies. Such skills will eventually result in career development.
The next thing is acquiring advanced training systems to manage and increase the competency of different employees. For example, powerful systems can be implemented to equip more employees with advanced skills that can increase productivity. Training at Wells Fargo should also be guided by the lean concept (Imran et al., 2014). Lean focuses on the major sources of wastes and inefficiencies. This knowledge is used to propose new practices that can improve performance. That being the case, the training systems implemented at Wells Fargo will be aimed at reducing wastes and promoting new organizational behaviors. Social networks, modern technological devices, and benchmarking initiatives should be embraced to support the effectiveness of the training systems.
Virtual training programs executed “using online platforms will ensure working environments are simulated” (Falola et al., 2014, p. 168). Such simulations can equip the workers with evidence-based ideas that can be used to address the challenges experienced in different working environments (Hunt, 2014). The use of such simulation systems will ensure the training process results in new competencies and eventually increase the level of productivity.
Conclusion
The current use of powerful technologies and training systems at Wells Fargo is associated with improved performance. Such technologies are used for staffing purposes and the motivation of the workers. Similarly, training systems are embraced to support the needs of the employees. However, new improvements focusing on social media platforms and evidence-based simulations will transform the efficiency of many employees (Falola et al., 2014). Wells Fargo’s managers should, therefore, embrace the use of lean-guided technologies, modern training systems, and social media platforms to improve its competitiveness.
References
Falola, H., Osibanjo, A., & Ojo, S. (2014). Effectiveness of training and development on employees’ performance and organization competitiveness in the Nigerian banking industry. Economic Sciences, 7(1), 161-171.
Hunt, S. (2014). Common sense talent management. Hoboken, NJ: John Wiley and Sons.
Imran, M., Maqbool, N., & Shafique, H. (2014). Impact of technological advancement on employee performance in banking sector. International Journal of Human Resource Studies, 4(1), 57-70.
Wells Fargo. (2016). The vision and values of Wells Fargo. Web.