Introduction
I am writing an assessment to understand why an induction process is needed to ensure the new member works safely and efficiently as soon as they start. I will ask new members of the Organization to find their reaction and finding of the current Induction Process. Also looking at how coaching in the workplace can help new and existing employees to improve their skills and learn how to perform new skills. I’m going to develop a plan to induct new employees into a team and also to coach existing employees to improve skills
The Induction process has to be effective to new employees and this process should be well known by the person ensuring this procedure is carried out. They need to know why the induction process is there, how it is carried out and what support the new employee has available from the organization. My aim will be to look at my current organization Romec Ltd and asking new employees how they found the process and if it was followed through to end. There will be Appendices with examples of my organizations procedures.
How to Integrate New Members in the Team
The induction process could be as simple as receiving a welcome pack explaining company rules and procedures then being shown around the workplace but depends on the Job itself as to which process would best suit. This will involve familiarization with how e-mail and communication systems work with in the business. The Benefits of a proper induction can result in establishing clear foundations and expectations between the employee and the company. A proper Induction process makes the new employee feel they have made the right choice of workplace and ensure the business has a higher retention rate of new employees.
The induction process really help...
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...es policies. This is where the Evaluation is key and should be filled out honestly so these points are picked up In HR and dealt with according so not to happen again (Appendices 2). Support from the organization is needed to ensure new employees don’t feel alone and always someone designated to them that they feel they can talk to whenever about anything.
Coaching is essential as it builds confidence in employees and draws their skills out that they already had but afraid to use. Setting up a plan gives the employee a goal and motivates them to achieve it as they can see what they have to do to accomplish it. Feedback is needed to show where they are going wrong but by putting it in good points to make them feel at ease and keep the trust. It allows the employee to think about making changes themselves and not feel forced into changing something they did wrong.
This constitutes the single largest barrier to successful coaching. Common barriers to
The aim of the training is a major aspect in the planning phase and execution phase. To develop the right material or tools, you need a very clear understanding about the skills or information you want the employees to have after completing the training as well. By the way, the extent of the training also affects whether you handle the training internally or send employees to training sessions through another organization or college. Here the typical training types include safety, orientation for new employees, general issues and job-specific
According to Rue and Byars (2010), “orientation is not a one-time obligation, but an ongoing process” (p. 207). Training of employees can also be defined by this statement. Having an effective orientation and training plan is essential to the success of new employees and the organization as a whole. Ineffective training and orientation creates dissatisfaction with new employees which reduces morale and increases turnover (Giangreco, Sebastiano, & Peccei, 2009). The first step to successful entry of the new employee is planning the orientation.
Induction programmes are not usually about a specific job the employee will be doing, but the way in which the business works. Then they have off and on the job training, which takes place in different methods. Induction This is the training provided for new employees and in this program they will learn the following: * Where everything around the workplace is such as the essentials which are fire exits, toilets, staff canteen, basically they will get a guided tour of their place of work. * They will go through the employee’s hour of work, who their manager is, name tags, uniform and training which will be provided for them in the future.
...anding as they arise. These training will be administered online and must be applied to all individuals with the department. Some individuals may not have the ability or be familiar with the use of computers in which the human resource department must accommodate accordingly in assuring that they complete the training. Six months after the initial training human resources must survey employees on their perceived outcome of the initiative.
This method also empowered the employees giving them an opportunity to increase their skill levels and an opportuni...
We begin with the first step which is Managing Self (Ram Charan). In this step the new employee functions as an individual contributor
Another point is the use of motivational techniques to train and develop employees, which is mentioned above.
I wanted to start telling the story of our experience by sharing the feelings I brought into this exercise. A few years ago I underwent an experience of coaching through several sessions that left me this taste in the mouth that the coaching as a tool to develop others is not very effective. I have not taken the time to deeply analyze what went wrong but in general if I had to choose to do it again I think I would choose another methodology to foster change. Its objective in general is to assist in building behavioral skills, but in my opinion to really look for a long lasting change you need to give a deeper understanding to the lack of a certain skills, strongly reflect on the variables linked to it as could be the emotions, values and motivations that conduce you towards a behavior different that that one desired. Personally, I enjoy seeking information that allows me to jump beyond the facts, and staying on the behavioral side of the reality limits my passion for inspiration and insight.
AJ Hackett has an induction process for their business, their induction starts before their new employees have started at AJ Hackett. AJ Hackett will send out the paperwork such as the job description and the crew hand book, this handbook is updated every year. In the first few weeks the new employee will sign up and get their uniform, and then they will have the chance to go on a variety of site visits to be the customer and experience what is like to be a customer on the AJ Hackett sites. They will then be introduced into their department and have an induction day and training. Every 30 days the new employee will have another induction to make sure they know all the procedures and policies and health and safety
The development planning process “refers to a system to retain and motivate employees by identifying and helping to meet their development needs” (Noe, 2013). This process can be used in the internal hiring process. When brining internal employees into the supervisor training program this process will motivate the employees so they will continue to grow within the company. The morale of the overall company will improve when employees are chosen internally for the supervisor training program. This process has four steps to it; they are self-assessment, reality check, goal setting, and action planning. Self-assessment identifies the improvement that is needed from the employee. The company can provide testing that shows the strengths, weaknesses, interest, and values of the employee. Reality check is when the employee determines which of the needs can be developed realistically. The company can create a performanc...
The HR manager can use the five step analyze, design, develop, implement and evaluate (ADDIE) training process to introduce a program that will be effective. There will be strategic training needs analysis to train employees to fit future jobs. Current needs analyses train current and new employees. Task analysis identifies specific skills training needed. The HR manager after the analysis the designs the training program with its objectives, delivery method and program evaluation. Then the manager will implement the training with on the job training where the person learns while doing the job and , apprenticeship training where the employee becomes skilled while having formal and on the job training. There can be formal lectures, programmed learning, audiovisual training and use of electronic media training
Will facilitate the employees to get a better understanding of the working of the company.
An induction programme aims to bring in an employee or to familiarise the employee into the organisation or to the new post in an effort to turn him/her into a useful and productive worker. An element of the induction is the orientation which also aims to familiarise the employee into this position that they have assumed in order to inform them of what is expected of them in the job and assisting them to handle the tension of conversion.
Training is an integral part of any organization’s development and is an ongoing process. Training programs will vary according to the position held within a company. “Training is a learning experience that seeks a relatively permanent change in individuals that will improve their ability to perform on the job” (DeCenzo & Robbins, 2007, p. 223, para. 1). Good organizations can be linked with the training and development of good employees. Any organization’s success in growth and innovation is dependent upon the talent, motivation, and leadership of its employees. Efforts made to recognize the value of each employee and the job he or she performs will contribute to a workplace environment that inspires, supports, and rewards employee development.