Supervisor's Manual (Sample) Essay

Orientation and onboarding are crucial when training and developing new employees. Both are gateways into high work performance, a closer work environment, and encourages employee retention. Orientation is the process of familiarizing new employees with the organization, their jobs, and their work units. It influences the employee’s attitude about their role, responsibilities, job-related tasks, and explains the organization’s rules. Onboarding is the process of socializing the new employees to help integrate them into the organization. New-hires are at a higher rate of quitting, the usage of onboarding is what many companies today have neglected. According to Sujan Patel, the author of: How to Create an Effective Onboarding

When hired on with the company, I was handed two booklets one with my insurance options and the other was a small employee handbook. Once I was walked to my work area a training manual was handed to me and I was told to sit in front of a blank computer screen, that IT didn’t come and service until 3 days later. As the manual was given to me and I was told to read over the information in hopes of to get more aquatinted with the job duties. There was never a training class, a training video, nothing. I basically taught myself, there were times I would dread going to work because I would get phone calls with questions that I was unsure on how to answer, because I was never taught properly. In my opinion employee orientation is a vital organ for obtaining a successful company with outstanding employees. My advice would be at most to have an orientation video to introduce employees to the company, the employee should emerge with information about the job routine, the organization’s mission and operations and the organization’s rules and employees benefits. (Kinicki, Angel & Williams, Brain K 2013. P.299)

3. What is unique about the hiring and orientation practices is the emphasis the company places on ensuring the emotional and mental well-being of its employees. Particularly, hiring only "happy" people is a highly unusual practice. In the orientation session, the strong focus on call center skills for all new employees, as well as the cash offer to leave the company are also unique practices. These practices ensure that the unique company culture is cultivated and maintained. In the view of the

Effectively orienting your new employees and providing training can pay big dividends in staff retention, employee commitment, company culture and customer satisfaction. It simply pays to begin customer service training right away.Staff members who receive proper customer serving training and welcomed at the beginning of their careers will feel good about their choice of employer, fit in more quickly with peers and colleagues and readily contribute new ideas.Properly oriented employees will also speak well about your organization to their family and friends. They will represent you more confidently with customers, business partners and suppliers.Those who don 't start right don 't tend to stay long, either. High staff turnover means you must recruit, hire, orient and train new staff all over again.Staff turnover also takes a high toll on the morale of those who remain behind. When people leave your organization, those who remain inevitably wonder if they should seek new employment, too. A solid orientation and customer service training program can reduce turnover.

Employee training and development is very important in organizations. Development, orienting, and socializing will help employees get to know their new organization. New employees will go to a process that will help them adapt to their new organization. Employee orientation will be the responsibility of human resources management, and this will depend on the organization. During this process the employees would get information on the work hours, benefits, over time pay procedures, and the duties and responsibilities for the position that they will work in. Orientation process the new employees will be given the organization objectives, history, rules, and procedures. Employee training

Orienting new employees is a long-established standard for many organizations; these processes are set in place to ensure that newcomers – or employees that are new to an organization – are provided with accurate information to enable successful job performance. In the midst of seasoned employees, newcomers’ knowledge is equivocal – lacking a comprehensive understanding of day-to-day tasks, the organizations’ history, products or services, benefits, and policies. During the orientation process organizational goals, values, and other pertinent job-related information are introduced and newcomers are provided with details – both formal and informal – required to interact properly within the

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

Grapevine Communication is an informal method of communication, which develops within an organisation: gossip. Gossip spreads and covers a lot of ground like vines do. There are disadvantages to grapevine communication: the spread of unnecessary gossip can be dangerous to the organisation if allowed to grow without monitoring. It may result in character assassination or provoke unstable people. The grapevine channel can be moderated but not eliminated.

Orientation is an initial stage in the process of keeping new employees adjustment, and a part to continue attracting 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. The major objective of orientation which improves the employee commitment, reduce their concern, it help to understand the organization’s expectations and conveys the expectations from the job and the organization. Orientation

According to him, there are two skills necessary for supervision, one is leadership skills and other is managerial skills. While giving perfect examples, he has explained how one needs to go past their comfort zone to learn more in order to be successful alongside positive hierarchical development.

[18:52, 11/9/2017] Azi: In any organization, communication may it be formal or informal is an important part which cannot be ignored. Increase in the growth of an organization leads to increase in the chain of command. Usually, the chain of command flows from the upper level to the lower level (high power distance). When the information is passed within an organization from top to bottom this usually leads to loss of information in between, this loss of information leads to the development of vulnerability and ambiguity within the organization which in turn lead to the development of an informal communication network called as grapevine. Grapevine or informal communication network is present in all organizations. Grapevine gives the people a platform to socialize and communicate their thoughts and ideas. It leads to spread of information to the subordinates thus decreasing the uncertainty and enigma within the organization. Informal communication spreads in all the directions, not just passes the information to the lower level but throughout the organizational level. It is not necessary that all the information passed through grapevine will be correct, many rumors or gossips are also passed through the grapevine. If channelized properly that is if correct information is passed through the grapevine it leads to decrease in doubts and ambiguity while the spread of incorrect information can sabotage the working environment. Unlike formal communication grapevine does not follow

Strong leadership is an essential component of organization’s success. They have the vision, the knowledge and they move the organization forward. Effective communication is one of the main skills required to do the leader’s work. The Ken Blanchard Companies conducted a series of studies from 2003 to 2006 in which 43% of respondents named communication skills as the most critical skill set. In the same study 41% of respondents stated that inappropriate use of communication is the most common mistake done by leaders (Critical leadership, 2006). No doubt the way leaders communicate with employees, team members, coworkers, investors, customers, managers is essential in achieving company goals.

Effective communication skills are a large aspect of a manager’s role in a 21st century organisation as it is an every day skill which entails many facets. Listening, verbalising and sharing knowledge spreading through all levels of an

Contemporary managers are successful only if they have communication competencies. This concept can be explained by reviewing the history of the managerial role in the twentieth century, and identifying the communication behaviors that managers used in each era. Ask students to describe the communication patterns they have observed among their current managers and supervisors. Compare and contrast these with earlier

Prior to their first day, employees are made to go through orientation. Orientation is a way of getting people information and also training them on a new job or situation to get them familiarized with the organizations culture (Merriam- Webster). Candidates during an orientation, may meet with HR, Finance, Information Technology (IT), managers and sometimes students. It is important that orientations are well organized and structured to help candidates transition successfully and faster.