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In January 1996, Dynamic Training Company (DTC) was a start-up that contracted with the U.S. Army to offer training on a newly implemented Material Requirements Planning (MRP) system.

The new MRP system was an automated system used to requisition and maintain appropriate inventory levels of repair parts and combat service support equipment for the military. Dynamic Training Company’s concept was to send Mobile Training Teams, which consisted of three individuals, to army installations worldwide to train individuals on the new MRP, versus having the military expend resources to have individuals travel to one of the military schools for training. The concept of the Mobile Training Teams was win-win was a significant cost saving to the Army and a profitable enterprise for DTC.

Today, DTC is a 700-employee company with over 418 million dollars in annual revenue. The company has offices in several cities along the east of the United States, including military installations and operations overseas. However, as the military needs grew, DTC broadened its level and brand of expertise. DTC provides in-person training, but the company now hosts webinars, produces videos, and has asynchronous and synchronous online courses. Moreover, DTC ventured into other industries (municipalities, manufacturing, financial, etc.) to expand its footprint as a premier subject matter expert in emerging technologies, operational paradigms, and transformational leadership.

Proactive Leadership

DTC’s leadership and stakeholders are forward thinkers with a great sense of Emotional

Intelligence. DTC is known as a trendsetting organization, and its leadership prides itself on embracing and implementing policies ahead of most other organizations. DTC is listed as one of the best places to work in the southeastern United States, with unlimited time off, yearly bonus, birthday bonus, education reimbursement for employees and children being just a sampling of their benefits.

What’s New?

Because of DTC’s record of success and enormous employee satisfaction, DTC’s services are in high demand from current customers and potential new ones. After much deliberation and planning, DTC is opening a 25,000 SF office building in Nevada to better serve military installations in the pacific, its customers on the west coast and increase its revenue share based on reliable projections and analytics. DTC will hire 75 new employees over six months (approximately a 1% increase of the current workforce).


The VP of Human Resources, who was strategically involved with assessing and forecasting the

talent pool, regional salaries, hiring, etc., has requested that each Human Resources Section create a robust New Employment Orientation presentation. Because the cultural norms of DTC are so important, the stakeholders want to ensure that the new employees are familiar with the cultural expectations and models of the organization. Over the next six months, two members of your team will travel to Nevada for two days to personally brief new employees as they begin their employment with the organization.

Your team’s assignment is to provide a PowerPoint New Employee Orientation presentation. The following topics must be presented:

• Organizational structure: The layout of the organizations (departments such as finance, IT, Video Production, etc.) Note: An organizational chart showing each department would be most


• Leadership structure: List key leaders in the organization. The organization chart can also list the leader over his or her department but ensure that you include the position title.

• Operational structure: Describe the operation of each department and any collaboration or

duplicity of functions with another department.

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