Sample Question - HRD for Dotcoms

QUESTION

I would like to learn more about how HRD professionals are designing programs for dot.com companies (specifically articles related to the differences between training for dotcoms versus traditional companies).

Our belief from our work with various organizations is that there is no real difference between dotcoms (hi-tech) and traditional companies. However, the key issues that a dotcom may face include: multi-location, telecommuting, and high tech employees. Traditional companies face these issues as well but may not have to focus as much on them. Therefore, the articles that we are providing either support this belief or provide details on high tech alternatives.

To that end, below is a summary of the articles that we have found that we feel may be helpful to you (copies of each article were provided to the client):

**Five Steps to a Dotcom Strategy**

This article focuses on the bigger picture view of developing a strategy for a dotcom including vision, governance, resources, infrastructure, and alignment. Many of the points in the article support or can be applied to your human resources development issues.

**Some Thoughts on Management Development in High Tech Companies**

This article specifically focuses on "management" development but with the same concept that we are suggesting that development for a high tech organization is the same as a traditional organization. We think you will find this article insightful.

**Establishing Training Design or Development Priorities**

This article provides a 16 step process for assisting training designers or developers and instructors in optimizing their training preparation time. It will be a helpful tool as you begin planning your development programs.

**Six Ways Technology Improves Training**

This article provides specific details "technological development options" that you could consider. Again, these will apply to any organization but because you have a high tech / dotcom organization, your employees are more likely to expect or need these types of programs rather than "traditional" programs.

**Training Via the Internet"**

This article specifically addresses the issue that learning is no longer tied to the classroom. More importantly, it provides some information on what high tech companies like HP and Microsoft are doing or offer to other companies.

**Taking Off from the Hi-Tech Grind**

This article, while dated, brings out the idea of offering a "sabbatical" as a form of human resources development. The primary benefit is that employees get refreshed and come back even more creative and ready to help the company.

Disclaimer: The recommendations and opinions provided by e-HResources.com, LLC are based on general human resource management fundamentals, practices and principles, and are not legal opinions or guaranteed outcomes. We strongly recommend, as part of a team approach to management, that clients consult with legal counsel of their choice to address legal concerns related to human resource issues