Introduction
Induction training is the process by which individuals are introduced to a company or organisation and familiarised with the relevant policies, procedures, and goals which should provide the individual with a clear understanding of the organisations culture and expected behaviours. Induction training can be both formal such as a documented company process, and informal for example a line manager or colleague providing advice or opinions on customers or suppliers. The aim of induction training is to help an individual to settle down quickly in a new company or job role and can last from a few hours to weeks depending on the organisation.
Induction in the workplace
Romec’s procedure for inducting a new employee lasts for twelve weeks. A document, ‘Induction Guide To Best Practice’ (appendix 1) is available on the intranet to help managers plan the induction of a new employee and tailor it to suit the individual depending on their role and knowledge of the company. However, the induction process starts before the individuals first day. The line manager should consider what equipment the employee will need, lap top, phone ect and arrange for these to be ready as well as an email address and usernames and passwords for any relevant systems. The employee will also receive a pack from HR prior to starting that includes:
• Welcome letter
• Copy of contract
• Staff handbook
• Induction tick sheet (appendix 2)
• AXA employee assistance information
On an employee’s first day, it expected that they are met by their line manager and have their first day induction. A standard ‘Induction Script’ (appendix 3) is provided by HR for line managers to follow to ensure policies and procedures are clearly explained to the new employ...
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...iours. Individuals can react differently when receiving feedback, but there are generally five stages,
• Denial – generally with negative feedback, but can also happen with positive feedback.
• Emotion – individuals may get angry or upset.
• Justification – individual try’s to provide reason for their behaviour or performance.
• Acceptance – individual starts to accept think about the feedback.
• Choice – individual needs to make a choice, accept and change or not.
Therefore when providing feedback it is important that it is constructive so that it motivates and encourages the individual. Even negative feedback, if delivered in the correct manner can be useful and encourage an individual to make a positive change. Whereas negative feedback delivered in an inappropriate manner can have the opposite effect to that desired in that it de-motivates the individual.
The worker was new to the role and had been employed for only about 3 months.
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
In Feedback as a gift, Friedrich discusses his points on how feedback should be viewed. The author describes feedback as a gift and if we view it that way it would change our mindsets when receiving it. On another note the article by Stone and Heen, Difficult conversations 2.0: Thanks for the feedback, the main focus is on the benefits we receive from accepting feedback and becoming a skillful receiver. The author also discusses why we as humans reject feedback calling these reactions triggers. In Max Performance Feedback, Sadri and Seto discuss the three different types of feedback. Each articles content is crucial to one’s professional development.
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).
Feedback is an excellent tool to provide employees with information and guidance. Feedback consists of two-way communication. Employee feedback provides managers with clues regarding how they are hindering or aiding their subordinates ' work performance. Supervisory feedback should inform, enlighten, and suggest improvements to employees regarding their performance. Feedback increases self-awareness. Proverbs 19:20 states “Hear counsel, receive instruction, and accept correction, that you may be wise in the time to come.” If presented correctly, feedback is not positive or negative. It is just data to make someone aware of the impact of his/her skills and behaviors on
This article discusses the effect feedback has on an employee or subordinate, and evaluates the most appropriate way to deliver feedback. Negative feedback given in a positive manner can be very beneficial and stimulate change; however, negative feedback given in a negative manner has a tendency to decrease motivation and change. The article also talks about the role the Manager plays in helping the employee cope with the emotional affects of receiving negative feedback. In order for the negative feedback to have a positive effect on the subordinate, the Manager has to understand how to connect emotionally with the subordinate, and help them through the feedback process.
...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.
What kind of employee training is given to new hires before they begin their daily work routine?
Getting (and giving) feedback is one of the most crucial parts of good communication and is especially important for leaders who must be sure their messages are received and decoded by their audience. The sender of a message needs the response of the receiver in order to decide the effectiveness of communication. Because communication is a two way process, without feedback from both the receiver (and the sender in a constant loop), the message contents may be misinterpreted or lost. Feedback tells the sender whether the message is received successfully and/or whether the receiver liked it or not.
The Success of any new hire starts with their introduction to their designated roles or duties. The management team needs to play a pivotal role in ensuring that these new members are integrated seamlessly into the operation. To make this possible, the management team needs to implement an organized and well delivered way to train these individuals. The acquisition of relevant skills will enable them to have an easier time catching up and being productive members of the company in the shortest period of time. It is indeed true that some of these new employees are qualified to do the job on past skills however, there is the need to add more training. Adding this job specific training along with the skills they have in the right fashion will lead to them being able to make expectations or job requirements. Additionally, they will also need refresher training, to keep them sharp throughout their employment with the company. This paper is a proposal to the supervisor, to create a training workshop for new employees as package handlers at
In this chapter, I learned new ways to give and to accept feedback. Personally, I like getting feedback. I like it because it allows me to improve on my work. For example, whenever I write essays I like to have another person look at it so they can catch any small, or even big, mistakes that I may have done. This chapter also taught me that too much negative feedback can really take a toll on a person negatively. When you give somebody too much negative feedback, that person can start to think that they’re doing everything completely wrong and can really be detrimental to their self-esteem. To give good feedback, you should give the person more positive feedback than negative. You should use constructive rather than destructive feedback. Constructive feedback is more information specific and issue specific based on observations without using judgement. Destructive feedback is full of judgement and isn’t helping the person learn. When you get the feedback, it is best to reframe it and then reconstruct it to your advantage. Getting feedback is always a good tool to get but not when it only contains
Proper training is essential to an effective recruitment process. Marianne Collins, HR Manager for exempt employees, is already aware of the issues that can arise from ineffective or insufficient training. Among the issues experienced is a lack of concern for the security of applicant materials, lack of knowledge regarding the positions available, untimely processes, deficiency of knowledge about the hiring processes, legal infractions, an absence of professionalism in interviewing, and a failure to communicate the timeline for recruitment and hiring.
Feedback also cannot be generic saying right or wrong; it will be less useful but not make a huge differ...
How you deliver feedback is as important as how you accept it, because it can be experienced in a very negative way. To be effective you must be tuned in, sensitive, and honest when giving feedback. Just as there are positive and negative approaches to accepting feedback, so too are there ineffective and effective ways to give it.
New employee orientation can be a daunting process in and of itself. Welcoming a new employee into an organization requires On-boarding, or NEO in each situation. Oftentimes managers spearhead with the HR department in order to recruit employees. The eligibility of employees must be carefully evaluated and a few simple tools can be utilized in order to do this.