...not take place. In this situation, a new recruiter was expecting to bring on 15 new hires to complete for orientation to work in the Operations department. When the operations supervisor contacted the new recruiter and checked on the status of the recruiting process, he was assured that all requirements were taken care of. When the recruiter looked into completing the vital paper work that would typically be in place for new hire orientation, he then realized that there was not a set process or checklist. Background Since Carl (the recruiter) was new to ABC Inc., he had assumed that there were set procedures on how to complete a new hire process. It was abruptly brought to Carl’s attention that there was a lack of organization within the guidelines and processes of the company. There should have been set steps that would have led him through the process of requisition, to recruitment and the matching up a candidate with the job opening. Carl then decided to investigate further. He then decided to look over the new trainee’s files, and realized that some of the files did not have completed applications or transcripts. It was also concluded that none of the trainees had been sent for a standard drug screen. While thinking about all the steps that Carl told the operations supervisor would be in place, he realized that he needed a training schedule, orientation session, manual, policy booklets, physicals and drug screens. He then realized he would be pressed for time...
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...campus recruiter was expecting to bring on 15 new hires to complete for orientation to work in the Operations department. When the operations supervisor contacted the new recruiter and checked on the status of the recruiting process, they were assured that all requirements would be in place. The recruiter went to finalize the necessary paper work that would typically be in place for new hire orientation, only to discover that there was not a defined process or checklist. Background Because Carl (the recruiter) was new to ABC Inc., he was under the impression there should be a plan of action defined for how to complete a new hire. With this, Carl should have first noticed a lack of organization in which there should be a process flow to take him from requisition, to recruitment and the matching up a candidate with the job opening. When he pulled out the new trainee’s files, it was discovered that some of the files did not have completed applications or transcripts and none of the trainees had been sent for a standard drug screen. While brainstorming all the steps that Carl assured the operations supervisor would be in place, he realized that he needs a training schedule, orientation session, manual, policy booklets, physicals and drug screens. He then realized that it was all but to late to assure a smooth transition in the hiring process. Key Problems Before any scheduled orientation can take...
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...aware of multiple issues a couple weeks before the new hire orientation that he scheduled. Given that the ABC campus recruiter, Carl Robbins, had six months of experience and was developing difficulties with the pre-planning for his new hire orientation, I conclude that the company ABC needs to provide better training to personnel, improve conference room reservation procedures, and provide a checklist to recruiters for new hire packets. Background In early April, Carl Robins successfully recruited 15 new hires to work for Monica Carrols. He has only been working for ABC, Inc. for six months, and this was his first recruitment mission. He scheduled a new hire orientation that would take place on June 15 because he wanted the new hires to start working by July. On May 15, Monica contacted him in reference to the training schedule, orientation manuals, and other issues that involved the recruits he hired in April. Carl reassured Monica that everything would be done on time in accordance with the planned schedule. After Memorial Day, Carl decided to look over the new trainee files to make sure all the paperwork was completed before orientation. He then realized that a couple of the recruits did not have their applications completed and their transcripts were not on file. On top of this, none of the recruits had been to the clinic to receive their mandatory drug test. After discovering this, he looked for the orientation manuals and discovered that there were only three incomplete...
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... 2 Orientation also referred to as onboarding, "is the planned introduction of new employees to their jobs, coworkers, and the organizations and is offered by most employees". In order to achieve affective orientation Human Resource managers, operating managers and supervisors need to collaborative together to create an effective orientation for their new employers. The lack of planning in orientation leads to employees and employers can lead to confusion and the feeling that the orientation has been a wast of time. Orientation that has been planned leads to effective training for the new hire. In this case study it explores three companies that utilize the orientation process within their company. These three companies are Sun Microsystem, El Paso Corporation and Zimmerman Advertising. All three companies have similarities and differences in the approaches to orientation (onboarding). The first similarity between all the three companies is their approach to reach out to new employees and prepare them for their job. The second similarity between the three companies is that each company strives to provide the new employee with a some type of guide on the company and the steps that need to be taken to finish the new hire process. Another similarity is that each company seems to try present the orientation information in an effective manner. Each company has taken the time to determine what the most appropriate ways are to present orientation information. All...
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...Onboarding * Onboarding vs. Orientation * Effective Onboarding * Failures in Onboarding * Recommended Practices * ROI (return on investment) * Benefits * Conclusions * What is Onboarding? 1. Catching the next wave? 2. Posting to a Memo Board? 3. Exemplary New Hire Process? * The New Buzz Word Onboarding has become one of the fastest growing buzz words in the corporate world, and its definition has grown along with its popularity. The term has come to include everything from getting the office keys to onboarding coaching. * Introduction Onboarding is much more than just getting employees "settled in." It´s an innovative, new approach to employee orientation and integration and a direct path to improving retention and time-to-productivity. * Onboarding Onboarding is the process that organizations use to introduce, train, integrate and coach new hires to the culture and methods of the company during their first year. * Onboarding On-boarding is the process of integrating leaders into their new work environment through a phased implementation. * Five Words Sum it up * Align * Make sure your organization agrees on the need for a new team member and the delineation of the role you seek to fill * Acquire * Identify, Recruit, Select and get people to join the TEAM. * Accommodate * Give new TEAM members the tools they need to do the work. * Assimilate * Help the employee join with others so they...
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...and effects of what took place, as a new hire was the proper training provided and steps taken to ensure that the new hire would not be set up for failure. Not placing the blame on anyone but as a new hire there should have been someone there for him to ask questions of. Also, who was supervising and following the process to make sure that all the right steps were taken to ensure success. Was the communication process used effectively and in a timely manner, if so where did the breakdown occur. What happened between early April and Memorial Day was a complete breakdown in the communication process this was almost 2 months wasted. This caused paperwork not to be completed, mandatory drug screening, physicals not scheduled, and orientation manuals not to be put together properly. In the amount of time that was wasted the process could have been ready early June which would have saved not only time but money. As the new hire’s were filling out the application's no one was reviewing them to ensure they were complete. No one was processing or filing these applications or transcripts into the system,...
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...help run the business. This is to help make sure that the business is running smoothly. Just like starting a new company and hiring new employees, you need to make sure that all the materials are completed and make sure that all arrangement are finalize for the new hire employees. Even making sure that all paperwork needed for the orientation is done for the new hirer you must coordinating information for the employee. Record-keeping and records retention which will show how to create an efficient, effective and legally compliant guideline for a program that can be set in place. Background Here is a new campus recruiter for ABC, Inc., Carl Robins who is faced with several different problems concerning his new hirers. They all are to start work in July and all of their paper work are incomplete. He just found out his training schedule, orientation, manuals, policy booklets; physicals and drug tests were not complete for the 15 new hire that he just hirer. Carl Robins also assured Monica Carrolls who is Operations Supervisor that the new hire will be ready to start work. In addition to Carl problems he check out the training room for the orientation and found out that Joe, from technology services, had reserved the room for the whole month of June for his computer training seminars. This is for the new database software implementation. Carl Robins only had his positions; has the new campus recruiter for past six months and this is his...
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...Guiding Principles An effective orientation will: • Foster an understanding of the campus culture, its values, and its diversity • Help the new employee make a successful adjustment to the new job • Help the new employee understand her role and how she fits into the total organization • Help the new employee achieve objectives and shorten the learning curve • Help the new employee develop a positive working relationship by building a foundation of knowledge about campus mission, objectives, policies, organization structure, and functions Before the Employee Arrives The new employee orientation process begins before the employee comes to work. Planning ahead for your new employee's arrival will allow you to spend productive time on that first day. So, before the employee arrives you should: • Notify everyone in your unit that a new person is starting and what the person's job will be. Ask the other staff members to welcome the new employee and encourage their support. • Prepare interesting tasks for the employee's first day. • Make a copy of the job description card, Brassring job vacancy listing (JVL), job performance standards, campus organization chart, and your department's organization chart. • Enroll the employee in the New Employee Welcome & Orientation class through the Employee Development & Training Unit in Human Resources. Ensure that they are enrolled in the Benefits Orientation as well. Enrollment in the on-line or...
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...It is a challenging and dynamic field and this because of changing economic conditions, competition, and changing recourse positions. If important factors must be addressed and they include: 1. Personnel outcomes – achieving organization and effectiveness, employee effectiveness and needs. 2. Organization environment – i.e. the job, the work group, work supervisor and employee. 3. Personnel activities – techniques, programs and approaches. External environment – Influences and restricts a firm’s activities, objectives, strategies and personnel actions. It is influenced by : i) Government requirements – this is represented by laws and regulations as they affect the management human resources. ii) Union expectations – as manifested by leadership members. Restricts and influences firm operations. iii) Economic conditions – changing always. Hiring and payment of employees is itself a reflection of how economic conditions influence companies’ operations. iv) Labour market conditions always changing availability of skilled manpower and expectations of people. Definition Human Resources Management – Is the set of activities that are intended to influence the effectiveness of human resources and organizations. HRM Activities a) Human Resource Planning b) Employment Planning c) Equal opportunity employment d) Job design and analysis e) Recruitment f) Selection g) Career development h) Performance development (management) i) Compensation j) Health and Safety k)...
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...Personnel Policies © Copyright Carter McNamara, MBA, PhD, Authenticity Consulting, LLC. Note that matters of employee law and regulations apply the same to for-profit and nonprofit organizations. Sections of This Topic Include About Personnel Policies Sample List of Personnel Policies Training on Policies Various Perspectives on Personnel Policies Also see Related Library Topics Learn More in the Library's Blog Related to Personnel Policies In addition to the articles on this current page, see the following blogs which have posts related to Personnel Policies. Scan down the blog's page to see various posts. Also see the section “Recent Blog Posts” in the sidebar of the blog or click on “next” near the bottom of a post in the blog. Library's Human Resources Blog About Personnel Policies Role of Personnel Policies There are numerous laws and regulations which regulate the nature of the relationship between an employee (and volunteer, in the case of nonprofits) and his or her organization. They are intended primarily to ensure that everyone is treated fairly and equitably regardless of their race, creed, color or sexual orientation. They are intended to ensure that the treatment of employees and volunteers is based primarily on their job performance. Common types of activities guided by the laws and regulations are, for example, hiring and firing, benefits and compensation, affirmative action, rights of privacy, discrimination and harassment, and wrongful termination...
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...identify problems facing Carl Robins, a new employee recruiter for ABC, Inc. Carl has been with the company six months and during that time he has successfully recruited 15 new employees to the company. A successful orientation depends on the recruiter’s ability plan and planned and executed on board execution can lead to stress for the team members, managers, and new hires. A poorly coordinated project effectively Background Carl Robins is a new employee recruiter for ABC, Inc. Carl has been with the company for six months and successfully recruited 15 trainees in early April. He has scheduled his first new hire orientation for June and hopes to have the employees working by July. On May 15 Carl was contacted by Monica Carrols, the Operations Supervisor, about issues regarding the orientation. She wanted to make sure the drug screening, schedule, manuals, physicals and other issues were completed prior to orientation. Carl assured Monica that everything would be done but he procrastinated until the day after Memorial Day to begin working on key parts of the orientation. Carl had almost two weeks left until orientation and key things were not completed. When he found the Orientation Manuals most of them had missing pages in them. Since Carl has procrastinated, all of his efforts to conduct an employee orientation have encountered some unexpected delays. Key Problems Carl's first problem is the training room for new hire orientation has been reserved for the same month he...
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...Process of Orientation for Nurses in the Maternity Unit Introduction Employee orientation is critical to all new staff employed in a new facility. Whether the profession is in nursing, retail, or management, employee orientation is essential. Orientation plays a critical role in improving an employee’s confidence and competence. Through this orientation the employee is able to get acquainted with other staff and obtain new information and skills that are required for his/her job. Without these skills and knowledge the employee cannot perform the duties that are required. Nursing is a profession with numerous specialties. Although basic nursing skills are required for all units different nursing skills are needed for specific specialties. Therefore, all nurses unfamiliar with that particular specialty will need orientation. The maternity unit is one specialty that requires skills and knowledge that are not common in other nursing specialties. These skills include the use of fetal heart monitors, uterine contraction monitors, assessment of patients in labor and cervical dilation, assessment of postpartum patients, and assessment of newborns. In addition to the need for learning new skills, orientation is also a requirement of the Joint Commission. Ludlow (2006) states that “guidelines delineated by the Joint Commission (JCAHO, 2003) support the need for all nurses to participate in an orientation program specific to their unit; even more so for those in...
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...agencies, they can effectively will qualified job seekers and open position relates in together, the enterprises to acquire more about convenience talent maker information. b) The college cooperation with related, the enterprise to provide employment opportunities, graduates of this way, both can satisfy demand, resource is also effectively use. c) Many enterprises to jointly held by the recruitment can work in a short time, and attracts a large job seekers unit hire low cost. d) Enterprise cans also through the network, radio ,newspapers, television and trade publications, such as a strong information media to the public the employment demand information transmission company, to recruit more staff. e) Through the internal employee introduction and referrer, this kind of means can reduce search, advertising and other related costs, make...
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...expertise we believe chasenurdreams.com can offer a superior service to small business owners, with no current businesses cornering this market this move can turn into a large income for chasenurdreams.com. We believe the reason for this available market is due to expensive costs, the highest profit margins is in Web development for large- and medium-sized corporations. By reducing the company costs but maintain great web developers this will allow chasenurdreams.com to offer the same high-end Web development services as larger companies receive at a much lower cost to the client. In this paper you will see how the proper Job Analysis, Selection, Orientation, and Training will help chasenurdreams.com in the long run. The Right People An expensive cost to any company is training. Companies, on average, spend around $1,202 per employee on training (Bares, 2008). This number includes man hours, supplies, and paperwork. This number is projected to rise due to the overwhelming unemployment rate in the United States at this time. The workers will go back to work slowly, as the economy gets better, which means more people to higher and more money to spend. The key to getting ahead of all this is making sure that chasenurdreams.com hires the right people. The right people are people that meet the core values of the company. It is your company and you should...
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...ABC Inc.: Case Study Chris McCall EGN/215 September 29, 2013 ABC Inc.: Case Study In this case analysis essay; I will cover some major issues found in the recruiting procedures made by Carl Robins. Carl’s lack of training when he started as the new recruiter for ABC Inc. showed when he was unable to accomplish the job successfully. Introduction Mr. Robins is realizing that he has in his hand a challenging and complicated situation to resolve as the recruiter of the company ABC, Inc... Carl has been employed with the company for six months and got promoted to the position of recruiter for the company in that time frame. One part of his new assignments, he was required to recruit fifteen new employees for the company. It appears that Mr. Robins lack of knowledge and experience as a recruiter has result in the creation of some problems occurring just days before the newly hired trainees were supposed to begin their training. Background ABC, Inc. hired Mr. Carl Robins six months ago to be there new recruiter. He was completing the work needed to start his first new hires for April. The administration was very proud of Carl because was completing his first recruitment and he was able to hire 15 new employees for the company. He scheduled the new-hire training to take place in July in the training room. He was sure everything was in order for the new hires....
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