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Orientation and job training
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Determining Effective Orientation and Training Methods
Being a training supervisor for a large local retail company. Giving the orientation and training is truly important to our employees. This is an on going process. The company has seven department stores locally in the city. As the training supervisor there will be a three-day orientation and training program for a new salesclerk. There will be an outline of the specific subjects that will be covered. Techniques showing how the new salesclerk is being trained.
First we will start the orientation off by giving the new salesclerk a warm welcome. Being the supervisor not only is the job to teach but also, tries to learn about the employee (Rue & Byars, 2004). Communication is key to being a good supervisor. With this opportunity try to see what ones experience, ambitions, likes, and dislikes are (Rue & Byars, 2004). Introduce the new employee to the other employees within the work unit. Take this time to familiarize the employee with the physical surroundings (Rue & Byars, 2004).
Second as training supervisor it would be time to explain the nature of the work. What its relationship to the work of coworkers is and that of the work unit as a whole (Rue & Byars, 2004). Within the retail company we want our employees to be able to deal with customers. Our employees have to be able to represent the company. One has to be able to interact well with customers. Discuss the policies on performance and conduct within the company. Discuss safety and fire prevention. Ask if there is any questions and review if needed (Rue & Byars, 2004).
Now the new employee is going to be in a classroom setting. At this time the employee will be watching videos. The videos consist of safety programs and apprenticeship training. One needs to read the material of responsibilities within his or her job. Try to come familiar with the company’s products. As the training supervisor it is time to review all the job performances criteria (Rue & Byars, 2004). There will be a break and when we return we will see how much has been retained.
We are going to use the computer-assisted instruction (CAI). For those that do not know what this is, the computer will display our products that we sale.
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
The training program should be designed which covers all of its employees and they need to identify which part of its organization is bad need of training and they need to start designing its training program from that part. This training program should need support from superiors, trainers and trainees.
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).
The use of the six principles of training by a 100m sprinter would greatly improve the athlete’s performance. This is because the progressive overload, specificity, reversibility, variety, training thresholds and warm up/cool down principles all greatly affect the performance of any athlete. The principles of training can be employed in order to improve all aspects of fitness, from flexibility to strength and aerobic endurance.
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
The training and development of employees in William Hill is imperative for the performance or the company as they are in a competitive market. William Hill has to inform workers to be aware of surroundings in the area that they work. Training and Development Training Training is essential for both employees and employer if they want to be effective within the organisation and also for a company like William Hill to stay competitive within their market. The reason why training is important to employees is to enable them to achieve their maximum potential in their current position, it is needed also to develop them to create further opportunities within the organisation because employees are likely to be better educated and become multi-skilled. Training should be ongoing within William Hill in developing the employee’s skills within the business.
The goals include training on leadership. The objective is for management to gain the proper skills to effectively lead teams, resolve conflicts, and better their management abilities. The training will address employee turnovers to low wages, effective communication strategies, and effective leadership. Management will become more strategic in selecting the right candidates to fill positions. The knowledge and skills attained will be that managers will become better leaders by becoming more empathetic. Employees will begin to feel appreciated and become more motivated. As a result, the company’s morale will be boosted and there will be less consumer complaints about bad customer service.
-Training: understanding the job well enough to know who to hire and how well they are doing.
Every night for a week the managers will meet and discuss how they implemented each newly learned skill to their unit. The group of sales managers will serve as a self-sufficient cohort for problem solving and sharing experiences. After a month of this training, a senior sales manager will check in and see how things are going with the junior sales managers. The proper training and coaching skills implemented should reflect back in the sales reports that are observed weekly by the retail sales director. Each month, sales managers will have the opportunity to share with their cohort success stories and learned tools for being a more effective leader and coach for their
All in all, the supervisor training program will benefit the company. This program will be good for the development of newly hired and internal employees. The development planning process can help with the development of the internal employees. Since we are training in house the training program will be learner centered. The skills learned in this training will help the trainees succeed in the supervisor role. The different methodologies used to teach the trainees will ensure that the material is retained. Evaluations will be done on the supervisor training program. This will provide the company with feedback and improvements for future training programs.
“Training is the systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance” (Goldstein & Ford, 2002). Pal’s Sudden Service has focused their hiring practices on hiring the right people first, providing the best training possible and reinforcing training everyday. The investment in training has much more to do with the company other than low errors, reduced customer wait times, which lead to high customer satisfaction. The focus on training reduces employee turnover. The costs of hiring and training new employees greatly reduces customer loyalty, both significantly will impact profit. The challenge, comprehend the training requirements, formulating who will train and how the process will be trained. The repeated success of a training program must be quantifiable and re enforced. An efficacious training program with continual re enforcement will pay strong dividends in business profit, employee satisfaction and customer loyalty.
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
Supervisors are acting as trainers when implementing the formal orientation and OJT process. It is important that they thoroughly learn the content of the orientation process, as well as learn how to implement the process with new trainees. By implementing the Train-the-Trainer Model, Burgess is ensuring that each direct supervisor, receive the same training and have common KSA regarding the support and preparation of new employees. She increases the likelihood or consistency for the job site training offered each need employee. Additionally, with Train-the-Trainer model, direct supervisors can understand their roles in the process and it further increases their accountability regarding the success of new hires at their
It is imperative part of communication to achieve the correct response from your employees a manager should be able to show he/she has the skills to coach, counsel and mentor to greatly improve employee’s morale, commitment, productivity and satisfaction in the work place. Managers can be viewed as the captain of the team, commander, or even a facilitator. Having these attributes to develop a strong relationship with employees will enhance the situation of developing a rapport. Becoming a coach to your subordinates, the manager should be able to encourage employees to do their jobs well and eliminate poor performance through timely and consistent coaching.
A follow up and evaluation process has to be done in order assess the new employees progress beyond the first day of arrival in the organisation . This follow up and evaluation will assist in establishing whether there are any obstacles in integrating the new employee in this new environment, they could be either political , socialism and whether mentor support is sufficient to integrate the new employee in this new environment. It will also serve as enquiry toll to establish if is there are any training needs needed by the employee further to those that have been offered by the employer.