Date of the article: Feb 28, 2012, from BusinessWeek:
I realized that training programs are a large growth of success for workers in the organization. That is why, in the article, JP Morgan plans to improve their training program to the next level. However, the article also points out that Bank of America does not need to improve, except their operation level. But I think that some workers might need to retest on their KSAO’s (knowledge, skills, abilities, and other characteristics). Yet again, Bank of America rather focuses on their “straining existing resources,” because they mentioned about increasing the risk professionals, mortgage unit, and loan strategies. The problem is not about increasing the percentage of human resources, but to know are the workers been trained with these before? Does the training program cover with these learning types of skills and strategies? This is because even if the company provides training program, but does not exactly cover what the employees have to learn, then that will cause a huge lack of KSAO’s.
When the article use Wells Fargo and Citigroup as an examples, I think how these banks coordinate the hiring decision are more concise and clear. For example, I think their strategy is before they make their move, they prefer to use some analyzing background check before they announce the hiring decision to the candidates. In my mind, I believe developing a training program cannot be traditional for every year but to make changes for better improvement for employees for a certain time of period. Therefore, when sometimes training programs provides such things like requirements, duties, and roles of responsibility, I believe that can make huge changes for companies and the future candidates at the same time.
Name: James Tang