e-Learning Initiatives at Motorola
| Case Code: ITSY052 Case Length: 13 Pages Period: 1998-2005 Pub Date: 2015 Teaching Note: Available |
Price: Rs.300 Organization: Motorola Industry: Telecom Countries: US Themes: - |
Abstract Case Intro 1 Case Intro 2 Excerpts
"We need to embed e-learning in the DNA of every employee. It helps make everyone comfortable with embracing new technology, which is a corporate-wide goal. This can become a very powerful model - the idea of learning at work."
- Jill Brosig, Director of Learning and Development, Motorola.
Introduction
At the US-based Motorola Inc. (Motorola), one of the largest providers of wireless, broadband and automotive communications, semiconductors, and advanced electronics products and services in the world, learning has always been an imperative. Right from the year of its inception in 1928, the company encouraged learning by employees. By the 1990s, Motorola had emerged as a model organization in the corporate world for employee training and development, largely due to the company's commitment to educating its employees. The establishment of Motorola University (MU) in 1989 strengthened Motorola's reputation as a leader in corporate training. MU provided employees with instructions that were in tune with the company's business goals. For instance, if the business goal was to reduce the product development cycle time, the university would be asked to develop a curriculum for this. Then, the course would be taught to employees by internal or external trainers. Thus, training helped Motorola achieve better results. However, it was difficult for MU to train employees in different locations across the world. The cost of imparting traditional classroom learning was also high. To overcome these problems, Motorola introduced Self Directed Learning (SDL) into its training strategy.
In the SDL mode, employees were required to set their own learning goals and the pace of learning. SDL helped the company deliver the relevant training to its employees, and keep them abreast with the latest technologies. Individual learning needs could also be catered to using SDL. In 2000, Motorola incorporated e-learning into its corporate training strategy in order to reduce training costs and expedite the training process imparted to a large number of employees across the world (See Exhibit I for more information on e-learning). E-Learning helped the company to maintain consistency in course delivery across all its facilities around the world at reduced costs...
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