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Communication PlanIntroducing all these benefits requires the proper medium. The best benefits in the world can’t be effective if employees are not aware of them. For manufacturing, customer service, and sales associates already working there, Motors and More should have multiple mediums. First, Motors and More should hold a paid training meeting on its maintenance day, offering food,
Running Head: MORE & MORE INC.-COMPREHENSIVE HR PROJECT 46drinks, and 2 hours of pay. Doing so incentivizes workers to come in on their day off to learn about their benefits. HR personnel should be available after the meeting with sign-up sheets to hold one-on-one advisory meetings with employees who have questions. These trainings should be held 1 a quarter for the first year, then only during new recruit training periods. Managers/supervisors will be trained ahead of time with HR staff to make sure they are fully aware of benefits as well. This will help smaller questions within each department. Motors and More will also add these benefits to their website in a comprehensive way. The website will be managed by the HR team and updated accordingly. Training and Development With all of the new changes and additions to job development, awards, bonuses, and incentives, Motors and More will need to supply training to all positions. Since training requires man-hours, money, and resources, it is important to identify the most pertinent needs. Motors and More can derive the amount of training needed for each division and the type by conducting surveys from the HR department. These surveys will measure the relative understanding current employees, managers, and supervisors currently have. To change the organization, the older employees will need to be training to adapt first. Otherwise, the new employees may be training poorly. These assessments should include skills gap assessments to determine what skills sets may be missing. This will also help identify the skills that may be required during the hiring process (Hattingh, 2014). It emphasizes talent management, by identifying those who may have a skill that others do not. That individual can then become a leader in the workforce and
Running Head: MORE & MORE INC.-COMPREHENSIVE HR PROJECT 47administer training to spread the knowledge (Hattingh, 2014). The assessment will also identify other deficiencies that current-employees possess. This will help narrow the training on what is most important. New Employee- TrainingNew employee training may be easier in some instances because you’re starting with a clean slate; they do not have any preconceived notions of how things were. Training is only as good as those administering, however.Early on, mentors will be identified to supplement the training and to help new-comers transition into the workplace. Mentorship has proven to be effective at managing skills, training individuals, and removing knowledge gaps from older and newer workforces (Peno, Silva, Kenahan, R, 2016). There will be several phases: orientation, HR introduction, mentorship, then skills development testing.