HRP7230Welcome to week 5

As Discussed Last Week…

As we decided last week it would be beneficial for you to have class time to review our previous class and develop your journal reports.

Take 15 minutes to write a rough draft.

If I don’t feel this time is used to its full potential I will not continue to allow time in the future.

Review last week

TESCO Case

Performance Management What is it? Case

Technology and its impact on the HRM What did you learn? How has this changed what you thought?

Today’s Objectives

Case Study

Acclaiming to the business World

Employee Orientation

Employee Training

Employee Evaluation

Performance appraisal Form

Employee Orientation

When we orient new hourly (non-exempt) employees, we provide a standard HR couple of hours on policies, procedures, company history, goals, culture, punching in and work rules. We give a company tour and hourly employees then train and cross-train on the job.

Managerial and salaried (exempt) employees participate in an orientation that is custom-designed for them. It includes the above information that is received by all employees. Additionally, their orientation may last one to two weeks and it enables them to meet the whole organization, their direct reports and more. They should leave this orientation with a clear picture of the organization, its challenges, its goals and their opportunity to assist with progress.

What is employee orientation?

Orientation (sometimes called an induction) is the process of introducing new, inexperienced, and transferred workers to the organization, their supervisors, co-workers, work areas, and jobs, and sometimes to health and safety in general. Providing training and extra assistance during the initial period of employment is critical, regardless of the age of the employee, as they are not familiar with the job or the workplace. During this phase, each worker develops the knowledge, skills, and abilities that are necessary to work in a safe and healthy manner. While training (or refresher training) is always important, training should always be provided when employees are: transferred to jobs or work areas they are unfamiliar with returning from an extended period away from work who are new to the work force

Not all training can or should be done on the first day. Time the orientation sessions to best match the needs of the workplace and the work done, but be sure all areas are covered.

www.ccohs.ca

Sample Checklist http://www.ccohs.ca/oshanswers/hsprograms/

orientation.html

http://www.youtube.com/watch?v=wzHe6LBGSok

Exempt employees

Exempt employees are employees who, because of their positional duties and responsibilities and level of decision making authority.

Exempt employees are expected, by most organizations, to work whatever hours are necessary to accomplish the goals and deliverables of their exempt position. Thus, exempt employees have more flexibility in their schedules to come and go as necessary to accomplish work than non-exempt or hourly employees.Exempt employees are most often found in managerial, supervisory, professional, administrative, and functional leadership roles such as marketing or product development.

Employee Training

TEN EMPLOYEE TRAINING TIPS

Well-trained employees are the key to your small business success. Studies have shown that the most successful, productive employees are those who have received extensive training. They’re the “cream of the crop”, often having the strongest stake in the company’s future. In an ideal world, you would be able to hire people who already possess the exact skills your business needs. But in today’s competitive labor market, demand for skilled workers far exceeds supply. That’s where training comes in. Not only does instruction arm your employees with needed professional or technical skills, but it also shows that you are invested in them and interested in bringing them with you into the company’s future. This helps keep workers motivated and involved.

To successfully launch an employee training program in your own company, follow these 10 helpful tips:

1) Stress training as investment. The reason training is often considered optional at many companies is because it is thought of as an expense rather than an investment. While it’s true that training can be costly up front, it's a long-term investment in the growth and development of your human resources.

2) Determine your needs. As you probably don’t have unlimited time or funds to execute an employee training program, you should decide early on what the focus of your training program should be. Determine what skills are most pertinent to address current or future company needs or ones that will provide the biggest payback. Ask yourself, “How will this training eventually prove beneficial to the company?” Repeat this process as your business needs change.

3) Promote a culture of learning. In today’s fast-paced economy, if a business isn’t learning, it’s going to fall behind. A business learns as its people learn. Communicate your expectations that all employees should take the necessary steps to hone their skills and stay on top of their professions or fields of work. Make sure you support those efforts by providing the resources needed to accomplish this goal.

4) Get management on board. Once you have developed a prioritized list of training topics that address key needs within your company, you need to convince management to rally behind the initiative.

5) Start out small. Before rolling out your training program to the masses, rehearse with a small group of users and gather their feedback. This sort of informal benchmarking exposes weaknesses in your training plans and helps you fine-tune the training process.

6) Choose quality instructors and materials. Who you select to conduct the training will make a major difference in the success of your efforts, whether it’s a professional educator or simply a knowledgeable staff member. Having the right training materials is also important — after the training is over, these materials become valuable resources for trainees.

7) Find the right space. Select a training location that’s conducive to learning. Choose an environment that’s quiet and roomy enough to spread out materials. Make sure the space is equipped with a computer and projector, so you can present a visually stimulating training session.

8) Clarify connections. Some employees may feel that the training they're receiving isn't relevant to their job. It’s important to help them understand the connection early on, so they don’t view the training sessions as a waste of valuable time. Employees should see the training as an important addition to their professional portfolios. Award people with completion certificates at the end of the program.

9) Make it ongoing. Don’t limit training solely to new employees. Organized, ongoing training programs will maintain all employees’ skill levels, and continually motivate them to grow and improve professionally.

10)Measure results. Without measurable results, it’s almost impossible to view training as anything but an expense. Decide how you’re going to obtain an acceptable rate of return on your investment. Determine what kind of growth or other measure is a reasonable result of the training you provide. You’ll have an easier time budgeting funds for future training if you can demonstrate concrete results.

Typical Reasons for Employee Training and Development

Training and development can be initiated for a variety of reasons for an employee or group of employees, e.g.,:

When a performance appraisal indicates performance improvement is needed

To "benchmark" the status of improvement so far in a performance improvement effort

As part of an overall professional development program

As part of succession planning to help an employee be eligible for a planned change in role in the organization

To "pilot", or test, the operation of a new performance management system

To train about a specific topic

Typical Topics of Employee Training

Communications: The increasing diversity of today's workforce brings a wide variety of languages and customs.

Computer skills: Computer skills are becoming a necessity for conducting administrative and office tasks.

Customer service: Increased competition in today's global marketplace makes it critical that employees understand and meet the needs of customers.

Diversity: Diversity training usually includes explanation about how people have different perspectives and views, and includes techniques to value diversity

Ethics: Today's society has increasing expectations about corporate social responsibility. Also, today's diverse workforce brings a wide variety of values and morals to the workplace.

Human relations: The increased stresses of today's workplace can include misunderstandings and conflict. Training can people to get along in the workplace.

Quality initiatives: Initiatives such as Total Quality Management, Quality Circles, benchmarking, etc., require basic training about quality concepts, guidelines and standards for quality, etc.

Safety: Safety training is critical where working with heavy equipment , hazardous chemicals, repetitive activities, etc., but can also be useful with practical advice for avoiding assaults, etc.

Sexual harassment: Sexual harassment training usually includes careful description of the organization's policies about sexual harassment, especially about what are inappropriate behaviors

General Benefits from Employee Training and Development

There are numerous sources of online information about training and development. Several of these sites (they're listed later on in this library) suggest reasons for supervisors to conduct training among employees. These reasons include:

Increased job satisfaction and morale among employees

Increased employee motivation

Increased efficiencies in processes, resulting in financial gain

Increased capacity to adopt new technologies and methods

Increased innovation in strategies and products

Reduced employee turnover

Enhanced company image, e.g., conducting ethics training (not a good reason for ethics training!)

Risk management, e.g., training about sexual harassment, diversity training

Employee Evaluation

Performance management – discussed last week Performance management (PM) includes

activities that ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas.

Sources

http://managementhelp.org/training/basics/reasons-for-training.htm