Reasons why Blue Cross and Blue Shield of Michigan and Aetna, Inc Hartford were ranked top performing organizations
For any firm to be ranked as top 125 organizations, it must display excellent management practices. Blue Cross and Blue Shield of Michigan and Aetna Inc Hartford, CT are some of these organizations that have been ranked among the top 125.
We will write a custom Report on Top 125 organizations; Blue Cross and Blue Shield of Michigan and Aetna, Inc Hartford specifically for you
301 certified writers online
In order for these organizations to win this position, they have demonstrated excellent management skills in their operations. There are several reasons that contributed to this achievement in these organizations.
One of the major factors that have contributed to the success in these organizations is employee training. These organizations have managed to conduct an intensive employee training in their operations. Most top organizations have managed to realize the importance of training and investing on employee training (Dwarakanath & Mala, 2010).
In some cases, many organizations have been tempted to ignore employee training when faced by difficult times. This is contrary to the top performing organizations. These organizations have managed to maintain regular and perpetual employee training despite the difficulties they may be undergoing.
Training and Development and Organizational Goals, Objectives, and Competitive Edge
As already noted, both Aetna and Blue Shield has managed to maintain high level of performance in their operations. This has won them a chance to be ranked among the top 125 organizations.
Both companies have managed to integrate training and learning development in their goals, objectives as well as competitive advantage (Aetna, 2011). The organizations have managed to integrate their operations with organizational goals hence improving their competitiveness.
Aetna, Inc Hartford has a well trained staff responsible for training employees (Aetna, 2011). In order to improve the performance of its employees, Aetna, Inc offers its employees with an opportunity to learn while still in their jobs. This has helped the company in attracting and retaining talented employees.
Aetna, Inc has coaching programs that facilitates employees’ learning. In order to achieve this, the company ensures that every employee is in close contact with their managers (Aetna, 2011). In order to improve on the performance of employees, the managers ensures that the employees receives feedback on their performance. By so doing, employees are able to recognize their weaknesses or the areas where they need to improve.
Aetna, Inc also has an effective mentoring process (Aetna, 2011). The mentoring process has helped many employees to reach their career goals. As a result, the company has managed to maintain a high level of employee satisfaction. Consequently, the company manages to retain its employees as well as their skills. This is one of the main factors that have helped in improving the organization’s competitive advantage.
The company also promotes mentoring among the employees. In this case, employees are given an opportunity to mentor and share their skills with their fellow workers. This process has significantly helped in improving the productivity of employees in the organization.
Apart from mentoring, Aetna, Inc offers formal training to their employees. The organization offers a number of training options necessary in developing successful skills required for succeeding in one’s career (Aetna, 2011). This has also helped in increasing the productivity of employees. In order to achieve this goal, the organizations have organized both classroom and online training (Aetna, 2011).
In order to facilitate employee retention within the organization, Blue Cross and Blue Shield of Michigan has adopted a culture that promotes the contribution by employees (Blue Cross and Blue Shield of Michigan, 2011). This has helped the organization to develop a top performing work force. This is one of the main factors that have enabled the organization to be ranked among the top 125 organizations.
Just like Aetna, Inc, Blue Cross and Blue Shield of Michigan have intensive employee training programs that help employees in improving their skills (Article Base, 2008). This has also contributed in increasing the performance of the organization.
Best Practice Organizations for Learning and Development
Both Blue Cross and Blue Shield of Michigan and Aetna, Inc have demonstrated best practices of learning and development in their organizations. Integration of these practices in their operations has significantly contributed to their success.
Get your first paper with 15% OFF
Dwarakanath and Mala (2010) argue that best companies are determined to maximize employee ability and potential through shared responsibility. These organizations have managed to promote collective responsibility among their employees.
For instance, Aetna promotes employees mentoring process where each employee has the responsibility of sharing their skills with their fellow employees. It is also advisable for the employers to give the workforce an opportunity to identify their own needs and then make the necessary plans to meet their learning needs.
In order to promote the long term learning goals, every organization must be determined to promote a continuous learning process (Anonymous, 2011). In some cases, an organization may be tempted to withdraw learning and development funds in case they are going through difficult economic times.
This can threaten the success of an organization both in the short run and the long run. These organizations has ensured perpetual employee learning practices. This is one of the factors that have contributed to high performance in the organization.
Best organization learning and development practices must be supported by the key strategies, systems, and practices (Article Base, 2008). This can significantly determine the success of an organization. Both Blue Cross and Blue Shield of Michigan and Aetna, Inc have managed to integrate their policies, goals, and systems.
Aetna. (2011). Professional Development. Web.
Anonymous. (2011). Training Top 125. January/February 2011 training.
Article Base. (2008). Top 10 Training Best Practices for Effective Learning and Development Programs. Web.
Blue Cross and Blue Shield of Michigan. (2011). Web.
Dwarakanath, P. and Mala, M. (2010). Effective Learning and Development Programs – Best Practices. Web.