Training and Development Proposal for New Employee Orientation
I. BACKGROUND INFORMATION
A. In today’s 21st century the expectations and values of those who apply have changed dramatically. People don’t read the newspaper classifieds anymore. Young applicants are more demanding in their expectations about balance of work and leisure. B. Each new employee performs each job to get a first hand experience of the knowledge, skills, and abilities required. Techniques used will be observation, questionnaires, interviews, focus groups, and will familiarize themselves with online technology and both hardware and software C. A new employee orientation program can reduce turnover and save an organization thousands of dollars. One reason people change jobs is because they never feel welcome or part of the organization they join. The most important principle to convey during an orientation is your commitment to continuous improvement and continual learning. That way, new employees become comfortable with asking questions to obtain the information they need to learn, problem solve and make decisions.
II. SCOPE OF THE WORKSHOP
A. The target audience focuses on the new employees entering the field, however, as training increasingly becomes used to help to company achieve its strategic goals, all upper, middle, and lower managers should be involved to some degree. B. The length of the workshop will be 2 weeks of steady observation, focus groups and time to familiarize them with the software. Following the two weeks will be one additional week of questionnaires and interviews. C. Within the two weeks of observation and focus groups we will conduct and use two types of training. Private on-site training: is a live, instructor-led learning event at the employee site. During this training event, one employee gets private training for their team at their scheduled location. During this training event, employees get educated on the product from presentation and...
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