Gaurav Gupta Sunny Jaiswal
How Motorola’s $ 7 million training budget became a $ 120 million annual investment in education
Change in the selection criteria
1970’s Are you willing to work? 1980’s Communication skills
Do you have good record for showing Computation skills and problem up for work? solving ability Are you motivated to work? Willing to work against quality and output
Much of the workforce was illiterate
Focused on new tools, technology and
MBA 4 weeks. MTEC , 1980
• Expand participative management • Improve product quality 10 fold in 5 years.
Reasons for not Achieving the results
Employees were not willing to change. Assumption that people who need training will
sign up voluntarily.
Self help material proved ineffective. Training was considered esoteric by employees.
Training Initiatives ( Contd…
New production plant in Chicago, 1985. Remedial elementary education as skill training
Remedial education could be better through
Decided to take hard look into other skills
The Motorola University
Established in 1989 Most of instructors in the university were not
regular professors but visiting professors.
Instructions were tailor-made to meet the
unique needs of the company.
Training was integrated with project execution,
rather than preceding it
Learning at Motorola was not monotonous
Offered training to synergize employee
education with business targets.
Annual performance reviews Individual dignity entitlement program Heavily invested in employee training
program that other companies did not.
Motorola offered training to all its
employees from top management executives to factory workers
BENEFITS OF TRAINING AT MOTOROLA UNIVERSITY
Helped employees to achieve a certain level of...