Page 31 - Q4_2017_REI_Corp_Nwsltr

BUILDING YOU DON’T BUILD A BUSINESS
BUILDING

YOU BUILD PEOPLE

AND THEN PEOPLE

PEOPLE BUILD THE BUSINESS. - Zig Ziglar
PEOPLE

embarked on a Strategic
develop content that would not
Department is leveraging new
Through Learning & Development In early 2000, Rosendin The committee’s goal was to and development. Our Training
Planning process where the
only help new employees get up
technologies within Rosendin
“Why” of training was discussed to speed quickly, but would also University to deliver on demand
in great detail. The committee involve knowledge sharing from training content to mobile
agreed that training needed to senior level employees within the devices through videos, social
be more than just a benefit to our company. elements (i.e., message
employee owners for continued boards, blogs), and as a way to
growth and development. The In 2008, the 7th District of the collect data to assist in future
training initiatives should tie in IBEW reached out to Rosendin customized training content
with the company’s growth and for help in developing a based on employee owner
bottom line results. Foreman’s Training Program. interaction.
By Lisa Vere, Director of Quality & Training Our team collaborated with the

Next, was identifying the IBEW and assisted in developing Training trends for the future
“Who.” In order to properly train a program that continues today include augmented learning,
our employee owners, it was and has spread throughout the where virtual reality will help
important that trainers had real country into other IBEW districts. adapt the environment to the
I am fortunate to have been involved with Rosendin’s Learning & world experience in the areas learner, and personalized
Development initiatives since the beginning. I have watched how in which they would be training. In 2013, Rosendin became the training content specifically to the
training has evolved as a result of the company’s growing Employee The committee sought project first company, that is not a sole individual. Rosendin’s training
managers and field supervisors
education provider, authorized
and IT teams currently have this
Ownership culture. In earlier days, training was managed by a within Rosendin who had to provide continuing education in development. It is an exciting
committee made up of all functional areas within Rosendin Electric. years of experience and were credits to licensed electricians by time to be part of Building
Everyone on the committee provided training in addition to their full passionate about teaching. Once the State of California. People at Rosendin Electric.
time jobs and, as a direct result, training did not receive the time and the individuals were identified, Today, the use of technology
the training content needed to
attention needed. be developed -- the “What.” has greatly benefited learning

30 The Feeder | Q4 2017 Q4 2017 | The Feeder 31