Human Resource Department Of Indiana State University

Maintains the agenda, arranges travel, and coordinates meetings, conference calls and appointments on behalf of the Manager. Organizes and coordinates the meetings and conference calls of unit staff, special project teams and working groups.

Creating a strong and robust training program for the employees is essential to the success of the company. Training must be available for all employees through various delivery methods in order to meet the different learning styles and employee availability. In-person training will be provided with a certified facilitator along with a human resource representative. Materials will be provided in the form of training booklet available in print and electronic format. On-demand videos will be made available through the company portal. All training materials must be a part of new-employee orientation. Print media and on-demand videos must be maintained and updated in order to provide a refresher course to current employees.

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

Training is essential for the success of an organization (Fallon & McConnell, n.d.). Three different training techniques that can help develop successful new staff that will improve a business is by having a effective new employee orientation, mentoring, and cross training (Fallon & McConnell, n.d.). For most new employee they are excited to start a new job and to find out what the job has to offer to them. However with every new employee there is an overload of information that they need to know from healthcare benefits, dress code, rule, and parking (Fallon & McConnell, n.d.). A new employee orientation is meet to help cover all this information and a way the new employee can get a feel of what their new job is going to be like. One

“Orientation and training programs tailored to specific job duties” (Liebler & McConnell, 2008, p.204) will be implemented for all employees even if their job description has not changed. This is to ensure that the expectations of the new organization are conveyed to each employee as well as overall compliance with “legal, regulatory, contractual, and accrediting mandates”

Implementing a training program will be the most effective way to ensure that current and newly appointed team members can engage the needs of the customer base. This culture can be very positive and supportive, or it can be threatening, and destructive. In many cases, managers, supervisors, and workers do not know the nature of the career development culture because they have not had an objective appraisal of it (Stuart, 2002). The management team will provide a training program to enhance the skills of the current employees while grooming the new staff for future roles in the organization. The program that will be implemented will be as followed:

Deere and Company implemented several aspects of onboarding for new executive hires. In 2007 the company became concerned that the baby-boomers would soon be retiring and leave the company of short of leaders. With that, as well as knowing executive searches are expensive, and the pride they had in their low turn-over rate, the Company knew they would have to come up with an attractive program to give special support to the new employees. HR took the initiative to make that happen, designing a program that the new leaders received training and networking early. They also realized it was not only an HR issue to get newcomers engaged; they would take managers into the program too. The entire process involved one-on-one meetings, group meetings, meetings with HR managers, and training sessions on the how’s and why’s of the company and the manager’s specific job. These strategies included the finance, accounting, the corporate citizenship and John Deere’s performance management process. Through the recent years the HR division has streamlined the process to continue to be a strong and thorough one. (Stein & Christiansen,

Of all the important tasks facing an organization today, many do not fully appreciate the need and value of a strong on-boarding program. Without the correct tools a new manger will spend the first 90 days attempting to figure out the organization, thereby causing a reduction in productivity and reduced profits. However, if an organization institutes a strong and effective program the new manager will be prepared for his role the transition will be smoother and the impact to the organization is reduced. Moreover, successes and failures of previous managers can be adequately addressed so the organization can move on a steady and predictable path. The use of an organized and well thought out process to indoctrinate a new leader

We use individual compensation because we feel that each individual has a responsibility with the company and most of the branches in the company involve individual managers.

The process of looking and getting hired for a new job can be overwhelming. This doesn’t just include individuals who are new to applying to jobs, but employees who are looking to get promoted within their company. They are both similar situations in which you need to do research on the job prior to applying, go through an orientation process, and become integrated into that role after gaining a clear understanding of your responsibilities. It can be challenging, but thankfully, companies have implemented programs of organizational socialization to provide support to new employees while they adapt to their new environment. To fully understand the impact organizational socialization has on new employees and how organizations can better apply this with new employees, I will discuss each phase of Daniel Feldmen’s three-phase model of organizational socialization.

The objectives of the new employee orientation are to provide the employee with a comprehensive, standard approach to integrating into the organization, any new employee, regardless of experience level. The new employee will receive an orientation of the organizations structure and culture, as well as an introduction to their new position and work group. The new program will provide the employee with a mentor who will support them through the orientation process and help them become productive quickly.

training, internships and classes and trainings to help new employees to adapt themselves to the

Orientation is an introductory stage in the process of new employee adjustment, and a part of his or her continuous socialization process in an organization. Orientation is a systematic and planned introduction of employees to their jobs, their co-workers and the organization. It conveys three types of information that is, general information about daily work routine. A review of the organization’s history and it provide detailed presentation, perhaps in a booklet of the organization’s policies, work rules and employee benefits. Major objectives of orientation are to gain employee commitment, reduce his or her concern, help him or her understands organization’s expectations and conveys what he or she can expect from the job and

Putting together an effective employee training program can be a monumental task if not planned properly. There are four steps, repeating to produce a continuously better program that is best for both employer and employee. The process steps include needs assessment, design, implementation, and evaluation. Once it is evaluated, it should then show some weakness that should begin the cycle again with needs assessment and

"Humans are small group beings. We always have been and we always will be. The ubiquitousness of groups and the inevitability of being in them makes groups one of the most important factors in our lives. As the effectiveness of our groups goes, so goes the quality of our lives." (Johnson and Johnson 2003: 579). Since I have studied in Exeter University, I have been taught to study in a group, which is totally different from my undergraduate course. In Human resource management class, we have been divided in three groups, there are seven people in my group.who are from China, Malaysia and Japan. Following Gibbs model of reflection(1988), this essays will illustrate five steps, which