By Alfredo Stussi.
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Training is a balance between the costs of running a competitive business’ (MD, Case 2). Paradoxically, the MD was nervous about an untrained workforce claiming that ‘the business liability is greater with them’. So, HRD as ‘lost time’ was balanced against a need to retain customer confidence and limit legal liability resulting from the possibility of negligent field practices. Although Case 2 reduced employee numbers, it experienced rapid evolution and growth in products and markets. There was an imperative to mould market perceptions of Case 2 from a single-product, family business to a multi-product PLC.
An engineering environment had influenced Case 1, and had also shaped the experience and expertise of its ownermanagers. This meant that HRD was bound by engineering tasks and work arrangements, and had to be specific to an engineering environment. The MD and the technical manager recognised that more formal ways of sharing individual knowledge and learning were perhaps required, but had neither the time nor the expertise to do this. So, they relied upon traditional ways, as that was what formative professional experiences had taught them worked best.
Reflects the MD’s views of T&D as ‘lost time’ and a work disruption. HRD focus is on engineers as both MD and sales and technical directors are former engineers. No internal HRD expertise to enable development of alternative HRD perspectives. Reflects the industry it serves, and a need to develop more formal processes to satisfy external scrutiny. Although restricted by funding, this approach has evolved over time under the influences of three different leaders, all of whom have some HRD experience and acumen.