Develop a training plan for the receptionist positionDOC.docx

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Running head: HRM #2 ASSIGNMENT 1 Human Resource Management HRPD701 Assignment#2 We Connections Due-date: 13 th March, 2021 So far, we have learned the importance of a job analysis and finding a perfect person for the job. When it is comes to screening candidates for a job interview, we must narrow down candidates and look at who to choose based on their level of education, interpersonal skills, experience, and qualification to ensure a perfect person- organization fit based on what is needed. If the organization in successful in finding a good candidate (perfect person-organization fit) and the then employee is satisfied and happy with the job they will
HRM ASSIGNMENT#2 WE CONNECTIONS 2 ORIENTATION PROGRAMS stay with the organization longer. Hence reducing turnover. The longer an employee stays at an organization it shows the success of the job analysis, each step was conducted adequately, and they were able to find the perfect fit. But what comes after this? The next step once a candidate has been chosen is provide them with adequate onboarding and training in the new organization. For the purpose of this paper, we will be developing an onboarding and training plan for Polly, a new receptionist hires at WEC. Onboarding training is essential to an organization, no position is superior or inferior to another. Regardless of position onboarding is important. It gives new employees proper insights into the organization, company goals, mission, company culture, routines and producers that will enable new hires to be innovative, work efficiently, proactively, and complete tasks required of them confidently. What is onboarding? “Onboarding is used to describe the strategically aligned process of helping new hires adjust quickly and smoothly to the performance aspects of new jobs and social aspects of the organization. The onboarding, training and development functions seek to socialize the new hire to organization, match what the employee can do with the job demands and tap employee potential for future job roles, all while meeting the employers career objective [ CITATION Her191 \l 4105 ] .” When onboarding Polly, the new receptionists for WEC, managers of team lead whom Polly would be reporting to should follow the following steps; First she must be given any legal forms that she must fill out (employee contract) along with making her aware of any documentation or ID she must provide for example social insurance. Secondly, she should be made aware of company WEC’s culture and the mission. Letting her know right away what the goals are. This will set the tone of professionalism and hint on how she should communicate with clients while preparing her on what to expect during her training process. The third step to the onboarding process is to ensure Polly is aware of all company polices. Company polices includes required hours of work, leaves, absenteeism,
HRM ASSIGNMENT#2 WE CONNECTIONS 2 ORIENTATION PROGRAMS allowed lunch breaks, notices of leave, required dress codes, and required notice of leave.

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