Four Strategies for Remote Workforce Training, Development, and Certification

Four Strategies for Remote Workforce Training, Development, and Certification

Robert Gibson (Emporia State University, USA)
Copyright: © 2014 |Pages: 16
DOI: 10.4018/978-1-4666-5137-1.ch001
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Abstract

Companies and organizations are increasingly turning to remote-based teleworkers to fill vital positions. This is due to a variety of circumstances, including increasing difficulty in locating and attracting potential employees who possess the requisite skills required for positions, locating potential employees who reside in close geographic proximity to the corporate facilities, high costs associated with relocating employees across the country or globe, and high costs associated with supporting a large, localized workforce. Therefore, developing and supporting a strong remote workforce becomes a critical business strategy and an important component of the corporate Value Chain. Providing ongoing training, development, and credentialing for these remote teleworkers can be challenging for many companies – despite technological advancements in recent years. In response, many companies are increasingly taking it upon themselves to provide workforce education and certification – bypassing traditional education formats in favor of emerging models for training, development, and competency certification. Four strategies/models are proposed in this chapter for training and credentialing remote teleworkers, including utilization of Open Systems, which are gaining popularity in corporations such as Google, the Khan Academy, and Autodesk; Badging and Open Badging, which are commonly used in corporations such as Samsung, NASA, and Disney; Gamification and 3D Simulation Strategies, which are used in a variety of corporate training; and Learning Support Managers, which are used by companies such as Apple, Inc.
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Addressing Critical Workforce Training

According to a report from telework.gov (2012):

…the most successful telework programs emphasized training and development for its workforce. The role of education and training should be emphasized and expanded in telework programs - particularly in relation to information technology, security procedures, and maintaining effective communications. Companies and organizations should assess the needs of teleworkers and incorporate basic training into telework programs based on the needs of teleworkers as necessary; consider electronic means to assist teleworkers and managers to stay in contact during the business day; provide training to teleworkers on appropriate procedures to maintain regular, reliable communications with their managers; provide teleworkers with ongoing training on tools, processes, and procedures concerning information security and vulnerability; and provide ongoing professional development opportunities that allow the remote teleworker to enhance their personal skills.

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