Training and Developing Employees

Topics: Skill, Employment, Training Pages: 12 (3315 words) Published: December 28, 2012
Training and Developing Employees

Carefully selecting employees’ doesn’t guarantee they will perform effectively. Even high potential employees can’t do their jobs if they don’t know what to do or how to do it. The human resources department usually designs the company’s orientation and training program. Every manager therefore needs to know how to orient and train employees.

The Purposes of Employee Orientation:
The purpose of the new employee orientation is to introduce the new employee to the company and to explain the company's purpose, scope and mission. This is an important day for the new employee, and the orientation should help create a sense of identity and a sense of pride in being a part of the organization. Many issues need to be addressed at the time of the new employee orientation. New employees have a lot to learn about policies and procedures and everyday survival in the company. Often, the employee is overloaded, so it is up to the trainer to present all of this information in way that the employees' concerns are addressed and they are able to become productive in their new jobs.

After a training program, the trainees should be able to: • Introduce new employees to the company culture,
• Explain company policies, and
• Identify new employee concerns.

The Orientation Process:
One of the most critical aspects of the recruiting process is Orientation. Orientation is a function that allows a new employee to learn about the organization, what the expectations are in the position, who is responsible and accountable, and in general what they need to know to become an integral part of the company. On the first day, the employee should be given a tour of the facility, no matter the size, and especially those areas the employee will be most involved with during their work day. Introduce the staff and prepare a list of their names and job functions. Time should be made to go over the basic operations of the company and department, such as work hours, timeliness/punctuality, explaining the time tracking process, pay day schedules (including direct deposit information or banks used in the area), overtime policy, lunch time or break time policies and Internet policies, security regulations and how the telephone system works. In addition, a review of the new employee job description, the filling- “our” of necessary forms, and a schedule for any additional needed information – such as training. This is an opportunity to explain to the new employee the importance of their position and how it works to the support of the goals of the company. Orient the employee to their work area and make sure they have all needed supplies, materials, documents and manuals that may be necessary for them to do their job. Orientation Technology:

Employers use technology to support orientation. For example some provide incoming managers with preloaded personal digital assistance. These contain information such as on key contacts and even digital images of key employees.

The Training Process:
Organizations, each year, spend billions of taka on training and developing. In order to enhance the knowledge, skills and abilities of their employees and ultimately, to gain a competitive advantage. Training means giving new or current employees the skills they need to perform their jobs. In any case, training is a hallmark of good management, and a task that managers ignore at their peril. Having high- potential employees doesn’t guarantee they’ll succeed. Inadequate training can also expose employers to negligent training liability. As one expert puts it, “It’s clear from the case law that where an employer fails to train adequately and an employee subsequently does harm to third parties, the court will find the employer liable.” Employers should confirm the applicant/ employee’s claims of skill and experience, provide adequate training (particularly where employees use dangerous equipment), and evaluate...
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