The London Olympics
With the brilliant success of the last Olympics hosted in Beijing the world has set a high standard for London to follow in 2012. However, since the early stages of development the UK’s economy has come spiralling down into a state, where the newly elected government has had to make major changes in pursuit of dealing with the national deficit. The unemployment rate has been steadily increasing as companies have had to make cutbacks due to the harsh climate they were operating in. If London is going to reach their expectations, they will have to utilise their resources wisely. The correct management strategies and techniques will have to be performed at the highest level. The allocation of recourses will have to be carefully planned to utilise to full capacity and purpose. The investment plan to develop the necessary infrastructure and environment for the Olympics will need to be managed, communicated and carried out with a high degree of understanding of how to fully engage the workforce and time that has been invested. Many businesses from the UK, large and small will understand that London hosting an event such as the Olympics will bring many opportunities to the local economy. So what will make businesses worthy for this opportunity? Companies are preparing themselves by increasing the usage of professional translation services in order to reach all nationalities coming for the Olympics. What will make a particular company/service stand out from the rest? ‘Organisations often say that people are their biggest asset’. When considering the cutbacks in the economy and the entire knock on effect it has had, the business which uses their resources to maximum output capacity, in terms of people and technology, will be the ones that have a significant edge over the rest.
One way of distinguishing how efficient and well trained employees are within an organisation from an outsiders point of view, would be through the National Training Awards (NTAs). Facilitating the Olympics will require a workforce that can tailor it’s self around the needs and objectives of the task in hand, this flexibility will in essence create skill gaps within an organisation. The NTAs is one way of giving organisations a basis of direction and efficiency in terms of staff training. Their training model is based on ‘The systematic Training Cycle’ (Cole G.A, 1993) where by the training is judged through an evaluating process to see weather the objectives have been met.