Recruitment Strategies For Recruiting Foreign Nationals

When one volunteers, it is not for their personal gain, yet rather for the benefit of others. The volunteering opportunity would enable one to make a direct connection with others. Thus, the volunteers get

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

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

Discuss the staff-training program process used to assure current and new staff personnel have received the mandatory training. Attach an outline or agenda of the training program used.

Section 2: Content. In this assignment, you will apply what you have learned about the use of training to make improvements in employee performance in support of organizational objectives. The organization that I have selected is the Recruiting and Retention battalion for the Army National Guard for the state of Georgia. The area where performance does not meet expectations or could use some improvement is in setting appointments and converting interviewees into applicants. My paper will address the following aspects and objectives: 1) Identify a performance gap that can be closed by a training and development program; 2) How I would design an effective training program to address this performance gap; 3) Provide details of the training program and explain how it would close the performance gap and 4) Explain how the results will be measured.

Contribute to and participate in any training necessary to support this plan and assist in the development of this training plan.

In a decentralized volunteer program, each separate department handles its own recruitment systems and volunteer management. This allows them to tailor their recruitment efforts to the specific needs of that department. On the other hand, this decentralized structure means that sharing volunteers between departments might be difficult, and therefore a volunteer who finds that his skills are not a good fit for the department through which he was recruited cannot easily move to a position in a different department due do differences in the volunteer screening and recruitment processes.

Right from the start, all volunteers and employees should receive proper training to ensure their safety but also improve their performance at their position. There are several training methods such as technology-based or lectures, with the most effectives ones being simulation and role playing that allow workers and volunteers to be prepared for certain situations that they might encounter. For instance, in the cases of John, a volunteer at a sports day-camp, and Sam, a volunteer at an animal shelter, both face situations that although reasonable because of the environment they are working on, they were totally unexpected which cause the two volunteers to be unprepared to take action. If I was put in such position, I would

Train volunteers on best practices and crisis intervention techniques and ensure weekly rotation of volunteers

Being a new company, there will be much focus on the training needs of the new employees to be deployed in the Texas branch. Bearing that needs assessment is in three categories; organizational assessment, occupational assessment and individual assessment, it will be important to concentrate on the occupational assessment at this level. The organizational assessment is geared towards evaluating the level of organizational performance which can only be conducted after the company is established and running. The

Mentoring programs would be offered to foster continuation of education during the training process. Onboarding procedures would be used to familiarize new and existing employees with resources and information available. An employee portal would be developed for access to information concerning programs and resources available to employees. Morale

Thus, without qualified volunteers the dramatic expense of hiring paid staff would fall on the budgets of the organization and significantly impede program offerings (Worth, 2014). Moreover, using the selection practices philosophy - where volunteers are chosen based on their cultural assimilation potential - will enable the organization to remove, from the applicant pool, any potential volunteers who may disagree with, not conform to, or upset the cultural ecosystem of the All Stars Project (Robbins & Judge, 2009). In short, the cultural and financial benefits of the selection practices philosophy and targeted recruitment recommendation will maximize the All Stars Project’s performance ability and financial stability (Hexom, 2015; Robbins & Judge, 2009; Worth, 2014).

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

Training and development activities include: Inductions, Health & Safety training/law, organisation and delivery of training courses, structuring appraisals & Personal Development framework, holding, recording and updating training information and managing training budgets.

This data is collected from company’s internal documents of training department & from Web sites. Secondary data is scrutinized on the basis of suitability, reliability, adequacy and accuracy.