Designing an Orientation and Training Program
By designing and implementing an orientation and training program, a company can expect to receive benefits. These benefits may include improved communications, knowledgeable employees, increased productivity, and improved employee satisfaction levels. This training could also have impact on employee retention, thus lowering turnover rates, which can cause a company valuable time and money. In designing these types of programs, a company should assess the needs of itself and employees.
A training supervisor should have a classroom, within the administrative center of the business. This classroom should be stocked with appropriate supplies and tools a training supervisor will need, no matter what type of employee is to be trained. As to maximize use of time, training classes should be held only when there are three or more employees who need to be trained in an area, for scheduling purposes.
When the company has hired at least three new employees, a schedule must be set in order to train them. This example covers sales clerks for a large department store. Training will consist of three days, in this case it will be Tuesday, Wednesday, and Thursday. The new employees will be instructed to report to the administrative building, and given a room number in which training will be conducted. New employees will be told the hours they will be expected, and an overview of the training program.
The beginning of class should include a warm welcome and introductions all around. During this time, the employees will introduce themselves to the training supervisor and the other new employees. The training supervisor will hand out employee manuals, which discuss all topics the training supervisor will cover. The training supervisor will give a short overview and brief history of the organization. This will also cover the organization’s philosophy (Rue & Byars, 2004). The training supervisor will then proceed to explain the organization’s operations and levels of authority, and how they relate with each other (Rue & Byars, 2004). This will also cover the functions of management. The training supervisor explains the job functions and responsibilities and these topics will be covered during later training.
The next topic will cover the rules, regulations, policies, and procedures of the organization. General office practice and business etiquette is also defined during this time, along with city, state, and any federal laws in which applies to an employee’s job function (Rue & Byars, 2004). Conditions of employment, which include punctuality, attendance, conduct, hours of work, overtime, and terminate should be covered along with what is expected of the new employee (Rue & Byars, 2004). These expectations include attitude, reliability, initiative, emotional maturity, and person appearance (Rue & Byars, 2004).
It is imperative that the training supervisor stops after each section...