MTN Group: International Mobile Telecommunication Organization

MTN Group is an international mobile telecommunication organization based in South Africa serving various African, Asian and European countries. The organization was launched in 1994 to invest in advanced communication networks and connect more people to the world. MTN groups provide a range of other products and services for telephony, financial and broadband internet services to their subscribers. Their integrated telecommunication services range from fixed voice, data, and short message services, and their networks ranging from the second generation, third generation and fourth generation. This company also offers worldwide interoperability for microwave access (WiMAX) communication technology. The vision statement purposes to lead in the delivery of bold and a new digital world to the consumers while its mission is to make their customers lives a lot brighter through leveraging the talents of about 27,000 employees. Their personnel have offered innovative products and quality customer experience, thanks to their training and development strategies used.

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Training and development in the organization are a function of human resource development that entails all the activities in the organization aimed at bettering the employee performance in the company setting (Wilson, 2006). To look into the success of MTN group, an appointment has been scheduled on January 5, 2016, with Mr. Brian Scholes, the human resource manager starting from 8 in the morning. The purpose of the interview is to assess their training and development skills and further find out why their workforce is empowered and are satisfied with their work. It is important also to understand how the organization has tackled their shortcomings, increased their productivity and increased their market share.

Interview questions

The group has set the pace and standards for other smaller and bigger companies both in Africa and across the world. It has shown the gannets to play in the major league and break out of the local market in South Africa and built a global and respected brand. Tell us your success point in relation to human resource development.

Since the organization has set its record and brand, where do you see the organization in the next 50 years since the world is also changing with innovations and technology?

African general consumer brands have not performed well for the last years. However, there are some upcoming brands in African that have promising markets opportunities and have the potential of rising through the continent and beyond. What is the organization doing to make sure they dont face competition and maintain their profit shares in the coming years?

Other multinational corporations like Coca-Cola, Microsoft, and Apple Inc. didnt have to travel across the world to have a real public among the customers. They adapted to the market dynamics and stayed connected to their consumer need to build a good PR. What are your strategic keys to success in relation to human resource development and at the same time maintaining your competitive advantage?

Unit III

Report Findings

Organization training and development plays a significant role in organization effectiveness and overall employee experience (Werner & DeSimone, 2012). This helps ensure quality service provision and organization productivity. From the interview with the Human resource manager, it was noted that organizations employing people from different fields need to train and develop their workforce. They need to invest more resources in training and development which can take the form of hiring specialist trainers and developing staff. This also covers paying salaries to the employees undergoing training. The operation personnel in an organization in areas like production, sales and marketing and customer relations need to direct their attention to more productive activities which concur with the organizations main development agenda. Investing in training and development of organization staff is regarded as a good management practice which aims at maintaining appropriate expertise for the present and future development of the organization.

Employee training is one of the core skills needed in the service industry because technology is changing with time. Employees with qualifications in telecommunication and other technology related services have been employed in various capacities in training and development roles in private companies, government sector, and consultancy firms. This has offered the human resource sectors in the different organizations many benefits and perspectives that have helped resolve training issues and problems in the companies. Training has also helped resolve issues that existed in the routine practices of the human resource management. Training specialist is always alert to the wider issues at hand and approaches the problems with skill and confidence. They understand how training fits into various organization contexts like that of MTN group which has an employee workforce across different countries in Africa and Europe.

Consequently, training and development focus majorly on the daily activities that help employees in the organization and at the same time planning them for future roles in the organization. To achieve this, the organization need to set strategies that will include management training, team building amongst the employees, harassment training, customer service training, performance management and 360-degree feedback system. When this is done in the organization, the human resource manager will be able to identify and customize effective training solution to the workforce, design a competency-based culture in the organization which are tied to organization goals and also establish a formal career development program for the organization while at the same time working and learning in the organization.

The success of the MTN group is attributed to training and development of their workforce. This is because the process has been fruitful to both the employers and the employees in the organization. Employees have become more efficient and productive due to the continuous training. New employees employed in the organization are given the training to familiarize them with the organization mission and vision statement. Additionally, rules, regulations, and working conditions are highlighted to them before they start working. The existing employees in the organization also undergo training to refresh and enhance their knowledge in their work. This has helped increase productivity and overall job satisfaction.

Finally yet necessary, in the case of an advance in technology, the human resource department offers to train the employees to cope with the changes witnessed. Purchase of new equipment or an upgrade of existing equipment needs training whereby the employees are informed of the work methods. When proper training and development is done to the organization workforce, the employees morale will be improved, less supervision in the organization and higher chances of promotion which in the long run will improve the organizations productivity. This increases organization efficiency and productivity since well-trained personnel show both quality and quantity performance in the group. Furthermore, there is less wastage of resources when the workforce is trained properly.

References

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Werner, J. M., & DeSimone, R. L. (2012). Human resource development. Mason, OH: South-Western.

Wilson, J. P. (2006). Human resource development: Learning & Training for individuals & organizations. London [u.a.: Kogan Page.

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