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According to McCain (2007), new employees should participate in an orientation program which includes information about the industry, organization, department, and position. Proper orientation to the department and the employee’s specific position are vital to employee retention. Orientation should include employee goal setting and specific on the job training (including safety and procedures). Current employees may need refresher skills and diversity training. Training should align to the functional career path. Since Motors and More will need to add to team leaders with their expanding business, basic supervisory and team leadership trainingwill also be needed. Managers and supervisors at Motors and More were promoted by seniority Page 20
MBA 533 – Human Resource in Management - HR Projectand there is no indication they have any management specific training. Basic management training including budgeting, forecasting, employment laws, performance management, goal setting, feedback and diversity would significantly improve their leadership capabilities. For the development of the training, there will be three categories of training (see Figure 5). The first of which is New Employee Training (NET). For the newly hired employees, their training will take place over the course of 30 days. This will start off with orientation in which the new employee will learn about the company’s mission, history, brand and overall strategic goals. This will display the positive side of the company and demonstrate the value of the brand. Training for new employees will be decentralized and facilitated by tenured employees. The training will also be supplemented by online courses and on the job training. This will help createconfidence and provide a more hands on experience for new employee development. It’s important throughout the training that the NET “develops a good understanding of the knowledge, skills and abilities that the organization will need in the future. What are the long-term goals of the organization and what are the implications of these goals for employee development? Share this knowledge with staff” (“Learning, Training & Development,” n.d.).For the current employees, continuous development and growth opportunities will be available throughout the company. Training and development opportunities will consist of opportunities to shadow peers/leaders for coaching/mentoring opportunities, self-assessment, andjob-aids. To reduce cost of classroom training, and encourage development in all employees, shadowing will be recommended for all employees and they will be provided down time to accomplish this activity as approved by management. Shadowing will allow employees to share best practices, demonstrate effective coaching, build relationships, and deliver results which will ultimately build a high performing team. From a leadership standpoint, this will identify future Page 21
MBA 533 – Human Resource in Management - HR Projectleaders, provide direction and encourage self-development. Listed below are some additional