Assignment:
How do you reply to this post? Minimum of 150 words.
In order to design an initial orientation and training program for new employees, I would first have existing departments/supervisors conduct task analysis for each particular position within the company to identify specific job descriptions (to include needed qualifications) and specifications (or scope of responsibility). This will allow the company to tailor training plans to each department as needed. One thing I think we do really well in the military (depending on your command) is the sponsorship/mentorship program.
I would assign a sponsor to the new employee from the respective department he/she will be going to in order to make the transition to the new company as seamless as possible and to answer any questions the new employee may have. Another thing we do in the military (and many other companies do as well) is we utilize a check-in/orientation sheet.
This ensures the new employee understands where to go, whom to contact, who the key personnel are, rules and nuances of the command. They receive in-briefs from department/division heads going over all work policies, standard operating procedures, safety and other pertinent information, and receive a signature from the respective department/division head upon completion. The respective supervisor is responsible for ensuring the check-in process is completed in a timely manner and gives status updates to the upper management/leadership. Upon completion of the check-in/orientation process, the new employee should attend general safety, sexual harassment, Equal Opportunity, and Drug and Alcohol awareness training.
The components of this training program would include formalized TLO's (Terminal Learning Objectives), where short and long term goals are identified such as needed qualifications or skill sets, and these goals or qualifications are tracked by the supervisor, along with timelines to monitor the employees progress. I would ensure the new employee had a motivating learning environment and sponsor (first impressions are everything), and that the training was applicable. Job Qualification Requirements (JQR's) would be used for the employee to track and progress towards his/her qualifications, and as a means of formalizing On-the-Job-Training (OJT).
In order to judge how successful our training program has been a year after someone has gone through it, I would ensure all employees fill out feedback forms at the end of the process and turn them in to the HR department for review. The HR department would then produce a report summarizing any issues and highlighting any key problems or positive aspects of the training to upper management for review. Each supervisor would be responsible to continually track the progress of the employee and to conduct periodic evaluations of the employee's performance.
Reference:
Dessler, G. (2013). Human Resource Management (13th ed). Upper Saddle River, NJ: Prentice Hall Inc.