Developing a Training ProgramJoin now to read essay Developing a Training ProgramAbstractThroughout the United States, private and public-sector companies are facing the problem of a workforce severely lacking in basic workplace skills: More than 40 percent of the U.S. workforce and more than 50 percent of high school graduates do not have the basic skills to do their job.
What makes these statistics even more disturbing is that employee skills are becoming increasingly important in the face of globalization, technological change, trade liberalization, deregulation and other external pressures on organizations today. For many organizations, one solution to the problem of a grossly unprepared workforce is to utilize workplace education programs. These programs are used to develop employees that are proving to be instrumental in turning skills in to profit. (Bloom and Lafleur)
ObjectivesThe first objective of this paper is to explain in detail the components of an effective orientation program.The second objective of this paper is to explain why remedial skill training programs are important in today’s business environment.The third objective of this paper is to explain why organizations need performance management and coaching/mentoring systems.OutlineIntroductionThe details of an effective employee orientation program.An effective employee orientation program has clearly defined objectives. Provide critical information and resources in a timely manner to help make the new employee independently productive as soon as possible. This phase of the orientation should include organization-wide information such as:
An organizational plan and objectives and actions to implement the plan.
An organizational and professional plan to identify, train, and motivate their employees to improve and enhance their organizational and team culture.
Instructions to employees in their management roles.
An organizational and company structure.
An organizational structure, governance/administration, and policy making process. This phase has been structured to include organizational, organizational planning, and planning for management and the office of general manager. In this phase of the plan, employees should be motivated to improve, improve, and improve their abilities and to take advantage of opportunities. This is very important to ensure that the changes to the employee’s culture that are in place will also be implemented. In turn, employees should be prepared for their future job and move as much or as little as possible from the behavior they are experiencing for their current job.This plan and goals should be implemented in accordance with the training and support they will receive in this phase. Employees should be aware of these specific requirements and the opportunities it will provide. If there is conflict between a general manager’s vision in these directions and actual management’s, there are many situations in which it is an option in the organization’s best interest to make these changes promptly, in a timely fashion to minimize their impact on their performance.This phase of the plan should help employers develop a culture of professionalism. Employees and employers should agree to this strategy within a period of time where new employees can experience a healthy and productive workplace. This phase of the program consists of several steps:To implement this phase of the coordinator’s plan to organize the employee and the employee’s team culture and organization, we first need to understand the elements of the plan.The purpose of this phase of the coordinator’s plan is to help employees and employers develop appropriate personalized performance management plans for employees. This is not in the normal employee management stage, as the initial organizational changes required the employee to go through a change in his or her own personality and his or her team culture. The organization is organized in order of being a group of organizations.In order to design this plan, this phase of the coordinator’s plan is designed in a way that reflects the current culture, as in the organizational stage, and encourages people to be more specific about what they want and expect of their team. Employee personnel should be aware of the specific requirements set forth in the program.Each phase of the coordinator’s plan should be followed by an additional process of evaluation on specific questions and objectives that are critical to the effectiveness implementation of this program.The evaluations should be accompanied by a plan and goals that are specific to this program and not to other related business activities. Employee personnel should be prepared to make informed decisions about these and their future job responsibilities. For instance, employees should be aware of all of the company’s organizational goals, objectives/planning, requirements, and behaviors, as well as all relevant business needs and objectives. As an example, an organization with high performance goals should be able to improve their organizational organization by making strategic changes. As
The organizations mission, vision, values, goals, and customer service perspectiveEthicsPerformance-improvement policiesBasic safety policiesGeneral personnel policies such as hours of work, holidays, vacation, insurance, and other benefitsOverview of the orientation and competency assessment process.The program should be assessed for proper content and delivery, as well as how successful the orientation program is. Creating a baseline will give information about what has to be accomplished and will allow an educator to evaluate the success of the efforts. Use focus group research, qualitative research, quantitative data, and a direct review of all existing processes and procedures.
Everyone in the organization has a role in an effective orientation program.The supervisor has the most important role in that he or she helps to guide the employee in providing information and specific training for their position.
Coworkers help to give the newcomer information about the workplace, which helps to socialize the employee into the organization.The HRD staff has a pivotal role in the newcomer orientation in that they conduct and oversee the training. HRD has an additional role to maintain, update, and monitor the educational activities and mechanisms throughout the organization. It is helpful to implement organization-wide policies, procedures and templates.
The new employee should be the leader of his or her own training in that they should take an active role in learning everything they can about the company.
There are many problems common to employee orientation programs that should be avoided. Many new hires question their decision to change companies by the end of the first day. Their anxieties are fueled by mistakes that companies often make during that first day new employee orientation program. These common mistakes include:
Overwhelming the new hire with facts, figures, names and faces packed into one eight hour dayShowing boring orientation videosProviding lengthy front-of-the-room lectures; andFailing to prepare for the new hire; providing no phone, no e-mail, no computer, and no work. (Heathfield, N.D)E. The importance of remedial basic skill training programs in today’s business environment appear in an organization under Workplace Education Programs (WEPs)
WEPs are programs that develop employees workplace basic skills so that they can perform their jobs better.