Carter Cleaning Chapter 7 Case Study

Along with concluding their background and drug test before hire. One key part of the new hire orientation was to build a new hire packet and map to success. The new hire packet was a all encompassing booklet that allowed the new hire to use as a practical applications to reference setting up their phone, using the computer software, payroll information, office information, and we also included culture integration task within the book to help them learn more about the company (lunch coupons to take out other employees and 50 dollar gift cards to the Kimley-Horn company store). The map to success was a template for first day orientation scheduling that was made with few tailored changed to meet each candidates needs from a training perspective and team meetings. Both the map to success and the new hire orientation booklet were something I had to tailor if the hire was full time or part time as well as change training material for different disciplines and levels within the

Orientation will begin with an overview of the entire company, including the breakdown of different departments and a brief history of the start-up of Canada Post to the present. This will help new hires understand where they fit within the overall structure of Canada Post, giving them a better sense of the importance of their job to the company's strategic plans. This can provide a sense of belonging that can help create a strong employee-employer relationship.

4) How will the training process be and effectively help each one of my new people to achieve greater success?

Tasks and responsibilities: Manage associates, make sure customers are taken care of, manage sales and inventory, and make sure to keep a clean food safety department.

These HR specialists will focus on running new employee orientation. It will develop and implement a program of continuous training and education for employees to keep their skills sharp and up to date. The unit will also coordinate with the compensation and benefits administration unit regarding any reimbursements offered to eligible employees for outside education and training.

In looking at the to do list I have decided to delegate the following to the employees listed below and the reason for the idea for them to handle the task.

During the first week of training the trainee will go through an orientation. Throughout the orientation the trainee will be explained the job description. The trainee will also be informed

To read and write reports, take part in staff and residents meetings and in training activities as directed

During new employee orientation, each employee in the HIM department receives a copy of the procedure(s) for the job(s) they will be performing. For reference, employees have access to specific network drives that stores this information for easy accessibility. The departments do not report their procedures to other departments or agencies.

* Development of an induction program to welcome new employees and introduce them to our organisation

There are many different training methods which the organisation utilises to train and develop their employees in all different departments and groups, however, the three main training methods used to train sales floor customer assistants within Marks and Spencer are on-the-job training, coaching and off-the-job training (Blogs.thegrangeschool.net, N.D). According to Pineda (2010) training within an organisation must be evaluated due to their training needs having to have beneficial and profitable outcomes for the business.

Open and close cash registers, performing tasks such as counting money, separating charge slips, coupons, and vouchers, balancing

As a manager working in a diverse organisation, this learning area will help me to recognise the differences between team members and to effectively manage these differences by encouraging participation in diverse training, establishing benefit programs such bonuses, flexi-time to accommodate the different needs of different employees. It’s important to communicate to staff about goals and objectives, corporate culture and common practice. This can be done by developing employee handbooks with detailed guidelines that can be handed out at orientation days.

demonstrate openness and loyalty; and how to mentor workers to be self-starters. Off-site employees need similar training in how to communicate and

Provide training that is specific to improve current performance, general to provide wider skills and advance to prepare