As you know starting a new position can be challenging. Even those that catch on quickly start out with those butterflies of not knowing what to expect. To help our future new hires I propose we develop a training plan to get them acclimated faster and be more prepared. In our world as Network Design Engineers we are expected to hit the ground running and know our environment backwards and forwards. Having a mental image of our world is important but you also have to have top notch troubleshooting skills to help others. The diagrams we have aren’t enough to survive in the middle of a crisis but skill and experience will certainly help. You have to be able to move throughout the network in real-time to survey the status like a recon mission. This proposal will lay out how I suggest we give our new partners a helping hand and teach them how to effectively access and resolve issues while keeping management informed. …show more content…
We can start with onsite training but since our network is worldwide remote learning will be more realistic to future events. We try to keep our environment to as few device types as possible which aids the ability to train quicker.
For the hands on time I will have the employees learn to setup all the different switches and routers we utilize out of the box. They will be required to determine the appropriate power, successfully mount in a rack, and apply the latest supportable code. Once the gear is powered up and online they will be required to cable the environment to our redundancy standards. A series of test will be required to demonstrate failure scenarios in their new lab. Once they have tweaked their labs and understand the layout they will be done with onsite
2) Maintain critical infrastructure centers (telegraph, bridges, hospitals) that provide a situational awareness capability, actionable information about emerging trends, imminent threats, and the status of any incidents that involve
Proper chain of command should be implemented and communication should be effective across all levels and the issues must be immediately noticed and addressed.
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
Providing effective training about ways to use the new technology is essential. Training helps employees perceive that they control the technology rather than being controlled by it. The training should be designed to match workers’ needs, and it should increase the workers’ sense of mastery of the new technology.
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).
There operations are in system in place to identify, manage and effectively respond to foreseeable crisis and emergencies. Collectively, these requirements are designed to enable our operations to safely return to full function as possible.
...g by; First, I would make sure that their is plenty of feedback for the employees. As our text suggests, "Without feedback, learning can not occur"(Crandall, W., Parnell, J. & Spillan, J. (2013). Secondly, I would make sure that I have a great crisis management team that are well trained and drilled. Thirdly, we would have a strategy and plan for crisis events. Also, It is very important to make sure that your team members are all confident in their ability to make good decisions for the company. So many times, people are afraid to make decisions. This leads to scapegoating within the departments, and the whole blame game. That doesn't get anybody anywhere.
Ambiguity can create an abundance of interpretations, therefore creating a situation of being overwhelmed do to degraded focus, (Combe & Carrington, 2015). Uncertainty is the direct opposite, by providing minimal to no interpretation, thus leading to misdirection and disorientation, (Combe & Carrington, 2015). It is at these times that it is imperative for a leader to seek assistance and work with a team, which will provide different perspectives in formulating a solution. Working as a team can influence changes in mental models, thus creating cross understanding by sharing the same perceptions in reaching a consensus, (Combe & Carrington, 2015). According to the authors, Combe & Carrington, (2015) cross understanding can be very beneficial to accurate interpretations of a crisis, but at the same time can also lead to errors in judgement. Based on prior research, there is a concern regarding leaders utilizing case based knowledge and prior experience in addressing a crisis, (Combe & Carrington, 2015). I feel that this is partially true due in part to crisis situations being unpredictable events that cannot be modeled from previous case study’s, therefore establishing a set method of addressing the problem might not be the best approach. I would
It’s important to understand that in a crisis-response organization, especially in a large-scale operational response like a natural disaster, or an industrial accident, managers will likely take on different or expanded roles. This is especially true when one is involved in a crisis response involving multiple agencies or companies. People often find themselves leading or working for those they do not often come in contact with – or, sometimes, people they’ve never met.
Large public organizations are infamous for making a mess of things. Sometimes it results in wasted resources due to huge amounts of inefficiency, and other times it results in tragedy, such as the Space Shuttle disasters. More recently, the Affordable Care Act, popularly known as Obamacare, has proven to be a comedy of errors during its launch. Part of the problem is that large organizations suffer the risk of compiling enormous amounts of information, so much so, that the information does not get processed correctly, if at all. Nor do the leaders of the organization necessarily receive all of the vital information that they need to make knowledgeable decisions. Couple this with lines of communication which are often broken, and it creates a virtual organizational fog, and hidden in this fog is the looming potential for disaster.
Ulmer, RR, Sellnow, TL & Seeger, MW 2007, Effective crisis communication, Thousand Oakes: Sage Publications.
The first element to make a successful crisis management team would be to make sure I employed a superior from each department. I would prefer for the employee to have either years of experience or a college degree in the related field. I have met people that have 15 plus years of experience in a trade that know more about the current times unlike someone who graduated from college, however, there ones who graduated from college with a degree hold more knowledge. I would also maintain a point of contact in each department. The superior from each department would inform the point of contact about the latest news, whether crisis related or non-crisis related.
The communication process is not something that begins when a crisis rears its ugly head rather it is a process that takes place in preparing for a crisis before it happens. While the term crisis represents a blanket term used to describe many situations, each situation is unique, thus presenting different obstacles to overcome. However, with a well-established advanced plan in place an organization places itself in a position to overcome and work around obstacles. The development of a comprehensive crisis management plan is one achieved through effective communication where each member of the crisis management team has an advanced shared understanding of his or her role and responsibility during a time of crisis (du Pr'e, 2005).
To combat these and other issues that can arise due to a lack of training, the development of a training program will wan...
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...