1 Introduction
The purpose of this assignment is to develop an understanding of Induction and Coaching within the workplace. New employees need to be inducted in to the workplace to ensure they are able to work safely and effectively as soon as they start with the Organisation. The success of an Organisation depends on the right skills and abilities of their employees.
To carry out my assignment successfully I have taken into account a number of factors.
The benefits to the person and the organisation of the induction procedure.
What the procedure is for induction
What support is available to new employees
To carry this out successfully I used a number of methods of research and investigation. This involved identifying what the induction process is currently within Romec Ltd whilst considering external factors e.g. ACAS, CIPD. I have developed an induction plan based upon a coaching model. The plan can be used both to induct new employees and coach existing employees with the purpose of building confidence and enhancing performance within the workplace.
2 Understand how to integrate new members in the team
2.1 The benefits of induction
According to, ACAS factsheet Recruitment and Induction, a good induction programme reinforces positive first impressions and makes new employees feel welcome and ready to contribute fully. Most labour turnover is among new employees, and work efficiency is reached only after a period of learning and adjusting to the new environment. By planning an induction programme, the organisation can quickly build on positive attitude of the successful candidate.
A good induction programme will create a positive perception of the organisation, promoting the organisations behaviours, values and g...
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...ove the receiver to the change phase but you can help with the process by giving the feedback.
Based on this model, we can however help prepare the employee for receiving feedback by providing them with the opportunity to practise this.
Guidelines for receiving constructive feedback
Listen to the feedback rather than prepare your defence / response.
Ask for it to be repeated if you did not hear or was unclear about the feedback received.
Assume it is constructive until proven otherwise, only then consider and use the elements that are constructive.
Pause and think before responding.
Ask for clarification and statements/evidence if statements are unclear or unsupported.
Accept it positively rather than dismissively
Ask for suggestions of ways you might be able to change or modify your behaviour.
Respect and thank the person who is giving feedback.
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).
Reflecting on your delivery and relating to further reading and research, write a personal analysis which considers the following:
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.
... the feedback will help me to see the improvement I have made including positive or negative action I have taken.
factors, firstly a good understanding of the issues is needed before they can be considered in any
In Feedback as a gift, Friedrich makes some good points about how to give and receive feedback.
Another point is the use of motivational techniques to train and develop employees, which is mentioned above.
...t. This method would allow upper management to see the feedback as well as the success of the program and the improvements that can be made for the next training program. (Noe, 2013)
3. Quantitative model ? This is needed to assess the impact of every alternative of the
...oyees know how they can contribute. Genuinely thank employees for their contributions. In Closing The level of engagement determines whether people are productive and stay with the organization--or move to the competition. Research highlights that the employee connection to the organizational strategy and goals, acknowledgment for work well done, and a culture of learning and development foster high levels of engagement. Without a workplace environment for employee engagement, turnover will increase and efficiency will decline, leading to low customer loyalty and decreased stakeholder value. Ultimately, because the cost of poor employee engagement will be detrimental to organizational success, it is vital for HR to foster positive, effective people managers along with workplace policies and practices that focus on employee well-being, health and work/life balance.
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.
Will facilitate the employees to get a better understanding of the working of the company.
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.
A well designed onboarding program can help employees feel self-worth, and contribute positively to a company. Having the motivation to help new staff members transition within a company also is needed. Overall, having the means to create an encouraging work environment for all staff members can create lower turnover and high retention rates.