MGMT438 U4 IP MGMT Interview - Research Paper Example

Management Interview Executive Summary Knowledge is becoming a reliable source of sustainable competitive advantage in the modern markets characterized by complexity and dynamism. This paper presents the interview responses from a training manager, Textics Limited. The objective of the interview was to analyze the whole process of training and development in Textics Limited. The training manager is solely responsible for conducting the training activities in Textics Limited. The human resource manager identifies the training requirements in the organization and proposes them to the curriculum developers.

Curriculum developers design the training program and hands it to the training manager for execution (Noe, 2012). The training personnel who may be either internal or outsourced deliver training during the designated time within the halls of the company. The recipients of training in Textics constitute all employees ranging from operational staff to strategic managers. However, the training content and venue for each class of employee varies (Noe, 2012). The topics for top-level management include strategies for proper management, quality productivity, effective utilization of scarce resources, and employee selection and recruitment to enhance efficiency.

Operational employees are exposed to topics concerning avoiding waste, recycling, the necessity of best performance, and methods of ensuring quality of products (Martini, 2012). The steps relevant in Textics Limited’s training include identifying the need for training, carrying out a needs assessment, developing the curriculum, executing the proposed curriculum, evaluation and monitoring. The organization evaluates the effectiveness of the training by comparing both qualitative and quantitative productivity of employees before and after the training.

Continuous employee training and development plays a significant role in development of individuals and the organizational performance. The training manager should collaborate with human resource managers and trainers to design effective curricula for employee development (Martini, 2012). The strategic procedure of employee development needs to ensure inventiveness, boost creativity, and shape the entire organizational knowledge in order to provide the organization with uniqueness that differentiates it from others.

ReferenceNoe, R. A. (2012). Employee training and development. New York: McGraw-Hill Higher Education.Martini, S. (2012). Interns in the communication centre: Developing talent today can lead to future employees. Public Safety Communications, 78(9), 1-33.