...remember long term. I would like you to consider three things: renaming the process to onboarding, splitting the information into a two-day process, and adding more activities for the new employees. I will be explaining in further detail each of these three things, and I am hopeful that this will make the onboarding process more enjoyable for new and current employees alike. “Orientation program – it’s training designed to prepare employees to perform their job effectively, learn about the organization, and establish work relations” (Noe, Hollenbeck and Gerhart 224). To prepare an employee to enter a new workplace, you need to give them the opportunity to succeed. As of right now, I think our organization is not doing a good enough job in the orientation process. It is overloaded with information that has a lot to do with our background, the policies of the company, and what the owner sees in our future. If we took orientation, and we reinvented it, we could possibly have one of the best programs in the nation. That is why we should stop calling it an orientation, and start calling it onboarding. The reason why I chose onboarding is that it says a lot more than orientation. I believe it gives the new employee something to look forward to simply because it is different. Onboarding takes the orientation process to the next level. “Your organization needs to implement a robust onboarding program that can get new employees up to speed from day one” (Ferri-Reed 2). Think...
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...Onboarding Assignment (Job Description) – Due Date: February 15, 2015 at 11:59 pm You are the hiring manager at a major home improvement retailer, Home Improvement Center and need to fill a position for an exempt status night shift supervisor. The applicants should have retail business experience, preferably in housewares, and at least some supervisory experience. You are looking for someone to fill third shift from 10 P.M.-6 A.M. There may be heavy lifting involved. Your company offers the industry standard for salary, benefits, and growth opportunities. Write a comprehensive job description for this position that will help you prepare for the interview process and address any questions you might receive from applicants. Be sure to apply the guidelines for writing job descriptions you learned in the textbook. You are also encouraged to conduct your own outside research on a major home improvement center or O*Net to help you complete this activity. To successfully complete the assignments, the following are the minimum requirements: • Write a comprehensive job description using the information provided. • Apply the guidelines for writing job descriptions, as presented in your reading assignment this week. • Conduct your own outside research to help you create a more realistic job description. • Include a reference page to give credit to your sources. Instructor Tips for Project Success Make sure that you include all basic categories...
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...On-boarding According to Ms. Ning, On-boarding for new employees in the company is very important. It make those new employees feel as if they are a part of a company. She mentioned that on the first day there will be supervisors bringing the new comers to get to know everyone in the center, for instance the supervisors will introduce them to their co-workers or even people in higher positions. This is not only applying for people who work in the same section as the new employees but different sections as well. For example, new employees will be working in accounting department, so this not mean they will get to know people in this department only but human resource, finance, etc. as well. After the new comers get to know people in the office, supervisors will also bring them to the car center. In the car center, there are many staffs, which mostly are blue-collar workers or migrant workers from Myanmar or Laos. Therefore, this mean even you’re working in the office, you will also get to know the car staffs. From this, we can see that they have an informal way, unlike most big companies who have both formal and informal one. There is also a mini-tour around the center, to make the new employees feel more familiar with facilities, as the tour go by, the supervisors will give a brief information about the company, such as rules and regulation, mission and goals, culture of the company. Moreover, important information such as whom should new hire contact if new comers want to...
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...Training Plan Template Student Name: ____________ Date: ___________________ Training Plan Template Introduction Claims Supervisor will receive job coaching provided by HR manager and District Claims manager. They will receive training with common types of customer calls with various scenarios. The coaches will gage to see how New Claims supervisor performed the different levels customer service training specific developing certain skills of; empathetic listening, recall of the issue, critical thinking that will leave the employees and customers satisfied. In turn our employees will be happy with the support and Epic’s customer base will increase as our employee’s knowledge and skills grow. Coaching is a method of training the trainer has an active role in training the employee. | Scope Job coaches provide a multilevel training that will utilizes the latest training methods for improved leadership skills, employee relations, customer service performance and increase employee retention. Claims supervisor job coaches will provide 30 day training program that will include computer based applications, customer service scenarios along with on the job training and job simulations. Claims Supervisor will receive continued training after six months of hire with leadership developing simulation with different scopes of employee and customer service issues. They will have 14 hours of training simulation to be completed in a two week timeline to have the knowledge of...
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...Onboarding is the process of acquiring, accommodating, assimilating and accelerating new team members, whether they come from outside or inside the organization. Effective onboarding of new team members is one of the most important contributions any hiring manager of Human Resources professional can make to long-term success. Onboarding done right drives new employee productivity, accelerates results, and significantly improves talent retention. At AT&T a global …… manage the pieces of onboarding well. AT&T use strategic, integrated and consistent approach because onboarding is not something you do every day, its hard to become proficient. With deliberate practice, however, AT&T have accumualated best practices onboarding expertise. As listed below: * 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 them join with others so they can do work together. * Accelerate: Help them (and their team) deliver better results The first few days in a new job at a new company can sometimes be overwhelming. To help you settle in AT&T developed a number of useful tools which will guide you through the first weeks and months of your employment with the company. * Phone and PC: In the first week new employees will be provided with information to access AT&T systems including email, domain log on, phone extension and voicemail. This email will...
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...Recruitment, Selection & Onboarding Recruitment, Selection & Onboarding Reliance Solar Engineering (RES) specializes in designing and manufacturing of solar products for American consumers. The company has grown into a mid-size manufacturing firm in the last decade and management has plans in expanding the company’s operations to compete in the global solar technology industry. In order to achieve this, the organization has to keep up with the latest trends and developments, which requires future recruitment and selection of a high performing qualified workforce. This essay is a discussion on effectively meeting the organization's needs and issues related to finding, attracting, successful hiring and onboarding of personnel. Despite the high unemployment in the nation, RES faces shortage of engineers, and skilled workers such as technicians, machinists, operators, craft workers, distributors and unskilled production jobs. This shortage of workforce limits the organization’s ability to drive innovation and expand operations by improving productivity. According to the article, Boiling point? The skills gap in U.S. manufacturing by Deloitte Manufacturing Institute, “High unemployment is not making it easier to fill positions, particularly in the areas of skilled production and production support. […] Translated to raw numbers, this means that as many as 600,000 jobs are going unfilled, a remarkable...
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...personal and professional experiences that directly relate to the Massachusetts Institute of Technology research study “Reinventing Employee Onboarding”. The authors presented this argument with a focus on the field of human resources and more specifically the specialization of onboarding practices, which follows the criteria for an argument based in the technical sphere. The research shows that the traditional use of onboarding “assumes that organizational values are something to be taught to and adopted by newcomers” but this process has serious weaknesses (Cable, Gino, & Staats, 2013). This argument challenges the traditional onboarding methods used by businesses by producing researched evidence that shows how the traditional method is failing to produce the needed results. This argument is effective in the delivery of the message because it was produced using the guidelines of the technical sphere, which allows for the argument to be effectively received by the intended audience. The intended audience for this argument includes experts in the field of human resources and those business managers that are seeking ways to improve their workforce. This argument is based primarily in the technical sphere, but it has big influences over other spheres. A main part of this argument focuses on implementing a personal-identity socialization onboarding process so that the emotional needs of the future workforce are met. Although the argument is based in the technical sphere, this change...
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...BRAVE Framework for Thinking About Culture | PrimeGenesis NEWS BLOG CONTACT HOME ABOUT US EXECUTIVE ONBOARDING BEFORE DAY ONE OUR BOOKS THE NEW LEADER’S PLAYBOOK TOOLS BRAVE FRAMEWORK FOR THINKING ABOUT CULTURE DECEMBER 7, 2010 BY GEORGE BRADT 16 COMMENTS ORGANIZATIONAL CULTURE: SO IMPORTANT – SO MISUNDERSTOOD We created some new frameworks for the 3rd edition of our book The New Leader's 100-Day Action Plan. One of those is the BRAVE cultural framework. At some level, everyone knows culture is important, but people struggle to define, understand, and influence it. Since we originally created this framework, many have found BRAVE helpful in building shared cultural understanding and action. BRAVE CULTURAL FRAMEWORK BRAVE encapsulates components of culture including the way people Behave, Relate, their Attitude, Values, and the work Environment they create: Behave: The way people act, make decisions, control the business, etc. Relate: The way people communicate with each other (including mode, manner, frequency, and disagreement), engage in intellectual debate, manage conflict, credit and blame, etc. (1) Attitude: How people feel about and identify with the organization, its purpose, and its stakeholders, etc. A big part of this comes through in individual and organizations' sense of commitment to what they are doing. Values: People's underlying beliefs, principles, approach to learning, risk, time horizons, etc. Environment: The way people...
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...high volume pharmacy. It is my belief that new employees are unable to quickly mesh with our strong environment and to adopt regulations are the Organizational Behavior (OB) problem at this location. These issues can lead to a decrease in morale and productivity. Clearly, there is room for improvement. To overcome these challenges, I am implementing new employee onboarding program starting with the group of 3 new hires. Onboarding program will enable them to understand the pharmacy’s culture and regulations, which can enhance employee moral, productivity and ultimately job satisfaction. Steps I am going to take are: * Implement 6 weeks long “Onboarding Program” * Formal and informal onboarding * Heads up on what to expect on 1st day of work * Provides instruction on parking, map for hospital and where to meet * Facilitate group discussion * Get there name badge ready * Post welcome memo with new employee’s name and their position * Provide lunch meeting on 1st day * Explain the use of telephone system * Explain the lunch schedule * Individualized Onboarding by following them over 6 weeks period To address these points I am going to use: How to hire, understanding of culture and norms and how to enhance employee retention as OB...
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...paperwork and orientation manuals are incomplete. Also, the training room where he had planned to hold the new hire orientation has been reserved for the entire month of June. In order to resolve the key problems that Carl is currently facing, there needs to be new guidelines and processes created and followed to provide the successful onboarding of each new employee. The following steps need to be achieved to implement proper onboarding: 1. New hire paperwork completed and filed appropriately 2. Orientation/Policy Manuals revised 3. Training/Meeting rooms scheduled and confirmed The first two steps can be addressed in the Human Resources department at ABC: * The new hire packet should include an employment application, transcript release form, physical forms, and drug test to be placed in each employee folder. * The Orientation/ Policy manuals should be revised and then handed out to each individual on orientation day. The last step should be resolved by the Operations department: * Develop a training/meeting room schedule. Once these key problems are corrected, and the processes/guidelines are followed. The onboarding process will flow efficiently, and there will be less room for error. Introduction In order to resolve fundamental problems with the hiring process at ABC Inc. There will need to be new procedures and...
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...paperwork and orientation manuals are incomplete. Also, the training room where he had planned to hold the new hire orientation has been reserved for the entire month of June. In order to resolve the key problems that Carl is currently facing, there needs to be new guidelines and processes created and followed to provide the successful onboarding of each new employee. The following steps need to be achieved to implement proper onboarding: 1. New hire paperwork completed and filed appropriately 2. Orientation/Policy Manuals revised 3. Training/Meeting rooms scheduled and confirmed The first two steps can be addressed in the Human Resources department at ABC: * The new hire packet should include an employment application, transcript release form, physical forms, and drug test to be placed in each employee folder. * The Orientation/ Policy manuals should be revised and then handed out to each individual on orientation day. The last step should be resolved by the Operations department: * Develop a training/meeting room schedule. Once these key problems are corrected, and the processes/guidelines are followed. The onboarding process will flow efficiently, and there will be less room for error. Introduction In order to resolve fundamental problems with the hiring process at ABC Inc. There will need to be new procedures and...
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...Create your career quest account (this is voluntary but it's a good idea). Folks, this info in available in the Onboarding Module The Turnitin.com Class ID is: The password is: Students should refer to the Turnitin.com FAQ in the Content section of the course for 1. How to set up their Turnitin accounts (to log in to Turnitin), and 2. How to join their Turnitin classroom using the Turnitin Class ID and Password (These are two distinct steps.) Suggestion: if you are as bad at typing strings of number as I am--I suggested you cut and paste the class ID into Turnitin.com! Getting Started * Read the Syllabus. Go to Content > Syllabus. Read the Academic Guidelines and Policies section, then the UCSP 615 Course Overview document. * In the Course Overview document you will find due dates, course requirements, and grading information. * Click on Content > Course Content and read the Start Here information. * Next, go to Content > Start Here and review the orientation notes. Follow the directions and complete the Classroom Walk through if you have not done so already. Please log in two to three times per week and read the News items here, keep up with the course materials and assignments, and turn in your work on time. Note that all assignments are due Sunday night at 11:59 PM (EST) Required Reading for week 1: * Module 1 * Onboarding for this course and for graduate study at UMUC Assignments for week 1: * Watch Dean Krause's Welcome Video ...
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...migration. We will go over the scope that will be implemented and if there are any questions by the end of the proposal, email the team lead for any questions. Onboard Completion Roadmap: Ricks Automotive Below you’ll find the email migration plan created specifically for your business, Ricks Automotive. Please read through it and let us know if you have any questions. Please Note: The following agreement will not be considered until the Technical Team and an overview of Office 365 Online and Desktop applications has taken place, this will include installation of desktop applications, walkthrough of import/export feature and configuration of a web client. In attendance of this meeting will be the Ricks Automotive Technical Team and the onboarding engineer addressing any initial inquiries and further acquainting the Ricks Automotive Technical Team with Office 365. Note: This migration process will pose a branding issue as the mailboxes created will not be sending from the legacy mailbox name but rather the default alias in your account (e.x. admin@contoso.com would become admin@onmicrosoft.contoso.com) After the initial testing period has taken place another Onboard Completion Roadmap will be created to be signed and the process can begin. Phase 1 – Preparation Train-the-trainer: Working hand in hand, we will provide the Ricks Automotive Technical Team with a robust resource list to serve as a knowledge base for their end users, the knowledge base will include: step-by-step...
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...to; compete, hire, retain, prepare, recognize and transition at all levels of the organization. To achieve this, the Human Resource Managers can use Total Onboarding Plan (TOP) as an orientation tool. This is the most comprehensive strategy that maximizes on wining the new employees’ confidence into the organization. According to Lawson (2006), the orientation programme is the employees’ first exposure to the organization and should be an enjoyable and memorable experience, and the highest of all; a priority. The Human Resource Managers working through Total Onboarding Program (TOP), which has four main focal points also known as The 4As: Acquire, Accommodate, Assimilate and Accelerate, can make a long-term success. The strength focused target selection or behavioral approach is the most effective method of selecting new team members. Upon completion of selection, the successful candidates go through the interviewing process accompanied by formal post interview debriefs, additional information gathering and post-interview follow ups. It is natural that every employee will need conviction and assurance of fairness and a better working environment. Therefore, they should be treated as just one part of strategic sales by giving them palatable head starts before their first day, through co-creating a personal onboarding plan with each of them. This facilitates in infusing the employees with an assurance of their worth and distinctiveness. This results in generation of a viable...
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... Compensation model, Onboarding program, learning, and development at Mozilla Corporation. Key challenges: After long period without having structured and clear vision about the HR processes, in Mozilla Corporation has been introduced new HR director, who introduced several measures in order to improve the quality of the human capital and to strength the Mozilla`s leading position as one for the best and inspiring employer in the world of IT business. Key Findings: Assessment process In the assessment process, Mozilla conducted over two hundred interviews with managers and employees, and base on that they start identifying potential position for growing and evaluate the overall performance. With the assessment procedure, Cohen understood the team needs and increased the cooperation between them. Compensation process Although the “Cultish” approach in Mozilla about the opportunities for working in such a company and the behavior that pays not matter as first, Cohen tried to bring sustainable way of remuneration. She developed two compensation systems – one for technologists (the software engineers), and one for non‐engineers (which are very few). With that approach, she increased the employee’s interest more and motivated the teams to have even better performance. Onboarding program That initiative shows the capabilities of the good HR managers. In the Mozilla case, where the onboarding is dif...
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