Designing an Orientation and Training Program By designing and implementing an orientation and training program, a company can expect to receive benefits. These benefits may include improved communications, knowledgeable employees, increased productivity, and improved employee satisfaction levels. This training could also have impact on employee retention, thus lowering turnover rates, which can cause a company valuable time and money. In designing these types of programs, a company should assess the needs of itself and employees. A training supervisor should have a classroom, within the administrative center of the business. This classroom should be stocked with appropriate supplies and tools a training supervisor will need, no matter what type of employee is to be trained. As to maximize use of time, training classes should be held only when there are three or more employees who need to be trained in an area, for scheduling purposes. When the company has hired at least three new employees, a schedule must be set in order to train them. This example covers sales clerks for a large department store. Training will consist of three days, in this case it will be Tuesday, Wednesday, and Thursday. The new employees will be instructed to report to the administrative building, and given a room number in which training will be conducted. New employees will be told the hours they will be expected, and an overview of the training program. The beginning of class should include a warm welcome and introductions all around. During this time, the employees will introduce themselves to the training supervisor and the other new employees. The training supervisor will hand out employee manuals, which discuss all topics the... ... middle of paper ... ...can be costly to train new employees frequently. Employee retention is also important to regular customers. Customers prefer to see familiar faces, rather than inexperienced employees. Designing an orientation and training program for new employees should be detailed and planned with organization in mind. This allows for fluid learning by the new employees, so they do not become confused or overwhelmed by this new material. By having proper paperwork and tools, the training supervisor will have necessary means to conduct training, without having to stop and search for a particular item. This planning will be conducive for a company to aid in having well informed and satisfied employees. Reference Rue, L. and Byars, L. (2004). Supervision: Key link to productivity. (8th ed). Retrieved November 9, 2008, from Axia College, aXcess, MGT-210 Course Web site.
However, before a hired employee enrolls in a training program, they must go through orientation. Orientation provides new employees with the information they will need to succeed in a company (Woods 163). Orientation helps reduces the stress of beginning a new job, gives an overview of the business, and provides the employees with the expectations within the workplace. After orientation, the employee will begin training. Training is specialized to the position that the new employee is about to enter. Training should encompass the knowledge and skills that one should know to be able to complete the day-to-day tasks. For a training program to be successful, it should include the following
Introduce an orientation/induction program for welcoming new employees to the workplace, addressing clear explanations of the organisation’s vision and mission statements, and ensuring employees gain a thorough understanding of the organisation’s history, policy and procedures. An orientation/induction plan that’s well-structured reduces the initial anxiety all new employees feel when they begin a new role, and assist new employees to adapt quickly and experience a smooth transition into the organisation (Robbins et al. 2012, p. 166).
Training is plays a huge part in being successful on the job. It is very important to be in an environment that will stimulate learning. An ideal setting that I would use for training as a newly hired deli employee with the Kroger family of stores is in a computer lab that had about 30 computers and projector for visual aids. The room would have to seat about 40 people comfortably. The temperature in the room would have to range from about 70 to 75. There would also have to be space for the trainees to write and take notes to refer back to later. There would be mints on the table to stimulate learning. Meeting rules will be given at the beginning of the meeting and a parking lot would be created for questions that need to ask later. The class would
Training is an ongoing thing that should be implemented on an annual basis. Backwoods Mail Order Company uses a variety of training methods. Each employee should be attending at least 12 hours of training per session. These particular trainings will take place every 6 months. I would uses these trainings as continue education/skills requirements. This can include watching customer service videos and taking short test following the video.Training develops skills, modifies behaviour, and increases competence in a defined area(Bohler & Hall, 2008).
I’d like to start with the training I recommend for Mary the customer service supervisor. The objective of Mary’s training is to ensure that Mary will be able to successfully complete employee evaluations in a timely manner, maintain a better relationship with her employees by providing fair and consistent treatment to all her employees, and to prevent and resolve problems arising from the various workplace situations. The training will also briefly touch base on employment law. Since Mary is currently the only customer service department supervisor and needed often in her department the training will be conducted over a span of three days for approximately five hours each day. The prerequisites for this training are a brief survey given to the customer service department employees to better analyze the current climate of the department, and the Human Resource employee chosen to instruct the class must be well versed in employee relations and employment law. The supervisor training will be conducted in the Binz Inc. training room, and the room will be arranged in a classroom like setting. The materials needed to conduct
Time available: As we discuss some trainings has to be provided to all employees including the line supervisors and line workers they have to be divided into groups so that they don’t halt the continuous production for everyone.
Thousands of dollars are spent each year training and acclimating new employees to an organization’s work culture. Training and its effectiveness is an issue that most companies deal with on a continual basis. In this section we will explore the purpose and outcomes of New Employee Orientation (NEO) and On-boarding. Topics that will be examined will be the processes used, their effectiveness, goals and development.
The training and development at the Ritz is highly effective both in terms of the inculcation of the Ritz culture among the employees and the overall service delivery and quality of service attained by employees working at the Ritz. The training and development focuses on all employees with individuals from all levels of management involved in ensuring that the culture and practices of the Ritz are passed on to all the employees aiding in the realization of the goals and objectives of the firm. One of the indicators of the success associated with the training program is the job retention rate (Hank 2013). The Ritz boasts a low turnover rate compared to other players
In order for a company to succeed they must have the executives, supervisors, secretaries, and finally the employees. But in the beginning there must be some training. We will discuss the basics of a prosperous (word choice?) way to teach each new employee about the company that they are applying for in addition to making sure that once they leave there are informed and that there are no unanswered questions. Finally they will understand that if they come aboard to this company what a value they can add and that there is an open-door policy so that they can feel comfortable in their workplace.
Dessler, C. C. (2014). Orientation and Training. In C. C. Dessler, Human Resources Management in Canada (pp. 208-214). Pearson.
First, It was a great experience and an honor to be part of the training program. In the first stage of my training process, having a classroom training environment where the employees could interact and share ideas was a great way to get familiarized with the job and what the company is about, this is a great way to start a training process. Like other forms of training, classroom training has its strengths and weaknesses. Some of its strengths are; enabling the teachi...
Training is important to an organization’s development because jobs have become more complex and affected by advances in technology and corporate changes. For these reasons, training concentrates on an employee’s current position and develops job-specific skills and abilities necessary for the successful performance of his or her job. Orientation is the starting point in an employee’s training and helps new employees to assimilate and fam...
Having a good training program will help motivate employee on wanting to learn new procedures. When you have a good training program in place it helps to show your employees that you care about career development. Having a good training program in place can really help an HR department being able to promote within instead of having to for a possible external candidate.
Training and development is essential to employee’s retention, loyalty and overall satisfaction. When employees feel there is opportunity within a company and diversity leading the way employees pride and productivity is enhanced.
They can enriches and increase the customer value proposition and bring out supper productivity. Through the re-education and training course, all of employee gain the powerful in productivity and knowledge.