Project : Induction Program Project

Applicants – Require a clear induction policy and training plan taking their individual needs into account.

It is useful to start with an WHS Induction Policy, a Procedure outlining how induction will be implemented within the organisation, and a Checklist for Managers/ Supervisors to use during the Induction Process.

The evaluation of training consists of a reaction, learning, behavior, and results. Results determine how much the trainee liked the program. Learning outlines what facts and concepts were learned. Behavior determines if the program had an effect on the behavior(s) of the trainees. And results highlight what was accomplished as a result of the program, i.e. reduction of turnover or cost. Evaluating a training program allows for an employer to identify and correct areas in which improvement is needed. In order accomplish company goals employees must be trained effectively. Training cannot be an afterthought; it should be planned and implemented correctly. Career Development Strategies

I'm sure there are plenty of people who would benefit tremendously from this idea. However, this idea could very well cause more stress and an unhealthy workplace for others. There are plenty of reasons why this could be horrible for some people and amazing for others. Unfortunately, if you want to keep all of your employees, following through with this idea could make some people not want to work for your company anymore. They are more than likely to relocate their

As part of the training process, each employee will take an examination to verify that they have learned what the training program intended to convey. Routine training will continue to assess employee knowledge and communicate new information, policies, or procedures. New employees will undergo this training as part of the new hire orientation program.

4. You have been promoted. You now need to recruit a staff member to fulfil the role you

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.

In addition to being cost effective it can also provide incentive for the existing employees to perform better in their current roles to get promoted quickly. This can have a positive impact on the overall performance of the organization

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

Induction training is training given to new employees. The purpose of the induction training (which may be a few hours or a few days) is to help a new employee settle down quickly into the job by becoming familiar with the people, the surroundings, the job and the business. It is important to give a new employee a good impression on the first day of work. However, the induction programme should not end there. It is also important to have a systematic induction programme, spread out over several days, to cover all the aspects in the shortest effective time. The advantages of induction training are that they are cost-effective and to have the opportunity to learn whilst doing training alongside real colleagues. The disadvantages of induction

Applicants – Require a clear induction policy and training plan taking their individual needs into account.

The process of induction in our organizations is poor and unsatisfactory which needs to change and for that we will amend the induction policy. It’s a huge project and it will require continuous input from different individuals for the best results.

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

At the end of the twelve week induction period it is necessary to review the induction to monitor its effectiveness and identify any other development needs or training requirements. A half day induction workshop is held. As part of this, the individual is expected to complete the ‘Romec Induction Evaluation’ (appendix 4). This allows the individual to provide feedback on their induction and allows Romec to monitor and improve the induction process.

A training program that is well-designed is proven to achieve maximum results and meet the training needs identified during a training needs analysis. A well-executed training program will increase overall productivity and provide the knowledge, skills, and attitudes the employees need to perform successfully. This paper presents considerations for the design of a two-phase training program for existing employees – a two (2) day program, which covers the training needs to move the company in the right direction.