Acclimatizing Employees in the New Workplace - Assignment Example

HUMAN RESOURCE MANAGEMENT QUESTIONS. Name: Course: Instructor: Institution: Date of Submission: HUMAN RESOURCE MANANAGEMENT QUESTIONS. Question 1. Introduction. Whenever companies seek to change the working environment of their employees, it is paramount that they come up with intensive programs to ensure that employees are well oriented into the new work environment. Invariably, the approach to acclimatizing employees involves a combination of different strategies all aimed at making employees familiar with the new workplace as well as ensuring that productivity of the work is not compromised (Hawthorne, 2007). Developing a training program is, therefore, critical to educating these professionals regarding the ethics, customer relations, and the culture of the new environment so as to integrate them fully. Training Design To begin with, these employees from the United Arab Emirates should receive preparatory information prior to the training program. Here, a training design comes in handy. Essentially, a training design is a training plan that involves identifying the objectives of a training program, identifying the activities involved in the training, and coming up with a schedule on how to carry out those activities (Hawthorne, 2007). A thorough understanding of the problem here is that there are bound to be various challenges that these new employees will face. In this regard, the training design constitutes a well stated objective that this training should provide, together with the expected results to be obtained and well though out plans to achieve these goals (Gitman & McDaniel, 2008). One of these goals should be give the employees a brief history of the United Arab Emirates, with particular emphasis to the specific business. This should serve to give the employees an overview of the track record of the company in this country. Moreover, an understanding of the culture, beliefs, and practices in relation to the company’s nature of business should be incorporated into the training (Longenecker, 2006). This should serve to give the employees an understanding on how to relate with the employees especially in the surrounding regions. In addition to this, in coming up with an effective training design, a proper way of evaluating its effectiveness should also be developed as well as devising necessary follow up activities to accompany the training design(Landy & Conte, 2010). Fundamentally, the training design will encompass three critical factors; availability, cost, and appropriateness. In this regard, appropriate materials have to be used in implementing this program. Moreover, a media that is well understood by the audience has to be considered. Finally, it is necessary to evaluate the need to engage experts in the implementation of the design. Most importantly, in the execution phase of the training design it is necessary to focus on arrangements on how the training is to be facilitated. This involves the arrangement of speakers in the location where the training is going to be held so as to ensure the people addressing the audience are audible, setting up a podium, ensuring efficient paring and lighting are in place, and also checking that food and other training accessories are delivered in time. Training Schedule Basically, a training schedule outlines the activities that take place in the course of the training process (Gitman & McDaniel, 2008). First and foremost, the training session should be tailored in a manner that makes the best use of the available time. Therefore, the training sessions should be short, within a single location and the objective of the training should be limited to serve only the core goal of this business. Here, the focus should be on the organization as a whole. In this light, the schedule should be built around central content and concepts determined by the past experiences, the sector, and the level of the employees in the organization. TIME ACTIVITY COVERAGE PURPOSE DAY 1. 0800 – 900 hrs. Employees from the UAE are taken through introductory proceedings, meeting the senior executives and other members of staff at the new organization. The executives are introduced with a brief mention of their ranks in the organization. Welcoming employees into the organization is critical in order to create good rapport. 0900 – 1200 hrs. The new employees are taken through the objectives of the training. This encompasses an overview of the company’s culture, vision, and mission The training manager should state these objectives. The major objective of training is to introduce employees to the organization’s culture (Landy & Conte, 2010). This step should effectively cover this task 1300 – 1430 hrs. The various presentations regarding the company’s operations are made PowerPoint presentations, use of audiovisual and other modes of presentations are conduct Essentially, these give the employees an overview of what to expect in the day to day job environment. 1500 – 1600 hrs. Conclusion of the learning activities and filling of feedback forms Here, the new employees are offered an opportunity to give an assessment on how the training process was. This step is crucial in helping the training facilitators in the United States to know how to conduct such a training in future. Training Materials. It is crucial that the materials used in the facilitation of the training program be materials that are cost effective and also be effective in passing across the necessary information to the trainees. If the training material is of American origin, that is, it is in the English language, it is necessary that information as such be modified for the context of the new employees so as they understand. The presentation strategies should be diverse and incorporate a variety of ways to pass across the information (Longenecker, 2006). The use of flip charts to show the performance of the business over the last few years, posters indicating the mission and vision, participant handouts detailing about the organization, projecting PowerPoint slides during the training with information about the organization, and use of audio visual aids such as video clips showing a typical working day at the organization and message from the various senior executives in the United States would be useful in making the presentation remarkable and comprehensible to the employees (Landy & Conte, 2010). Feedback Forms. Undeniably, each training session cannot be regarded as a success if there is no avenue of obtaining feedback on the performance of the training facilitators. A feedback form constitutes the activities of the day and the view of the trainees regarding how well they felt the specific activity was carried out (Gitman & McDaniel, 2008). These feedback forms are important helping the training manager to assess what was most and least helpful in the entire event. The participants should answer the following questions with the most appropriate answers. The questions are open ended allowing participants to give a variety of answers. a) What did you like least about this training? b) What did you like best about this training? c) Was the training content relevant? d) Was the training content comprehensive? e) Were the supported presentation materials and handouts effective? f) Were the breaks well placed and sufficient? g) How could this training be improved? h) Was the training well located? Question 2. Training schedule for a two day orientation program for employees joining my organization. The organization described here deals with the supply, manufacture and distribution of electrical equipment and appliances. The training schedule, therefore, focuses on offering training to the employees in this company. Below are important highlights regarding the organization? Organization Mission. The core mission of this organization is to be the leading provide and supplier of electrical equipment around the globe. Organization Vision. The vision of this company is to fast track development of the energy sector through provision of high quality and durable material that are efficient and environmentally friendly. Organization Value. The organization is founded on a strong belief in integrity, honest, and competence. We strongly believe in improving the customer experience and equally strengthening the bond with our creditors. Organization’s Training Schedule TIME ACTIVITY COVERAGE PURPOSE DAY 1. 0800 – 1200 hrs. Employees introduce themselves and are welcomed to the organization. The training objectives should also be stated here A thorough understanding of the training objectives is critical. The training manager should state these objectives. They encompass the organization as a whole Welcoming employees into the organization is critical in order to create good rapport. 1300 – 1500 hrs. Identifying the methodologies and learning activities This is the most crucial part. The trainees here are introduced to the vision, mission, and values. They are also taken through the expectations of performance at each level. This stage is essential in integrating the employees into the business. It’s also an opportunity to teach employees the organizational ethics (Landy & Conte, 2010). 1500 – 1600 hrs. Conclusion of the learning activities and filling of feedback forms This activity primarily offers trainees an opportunity to ask questions and fill feedback forms with any suggestions on how the training was held This step is crucial as it aids the training organizing team to identify areas where they should improve. It also allows trainees to provide feedback DAY 2 0800 – 1200 HRS Presentations on the operations of the company. The training team makes presentations via PowerPoint slides, audio visuals , and other captivating presentation methods These give the trainees an understanding of the work experience of the organization and highlights the precautionary measure to undertake in the workplace 1300 – 1500 hrs. Talks by the senior executives in the company and response to questions These talks should involve areas as the accepted code of conduct and organizational policy. This helps create the necessary awareness and knowledge that guides the employees in carrying out the routine tasks in the business (Gitman & McDaniel, 2008) 1500 – 1600 hrs. Conclusion of the training program. Evaluation of the training. The trainees can give their remarks. Further, questionnaires with questions on the efficiency of the training can be distributed for the trainees to fill This aids in improving future training programs and also assess the efficiency of the training program. Question 3. Employee retention is one of the most crucial indicators of an organization that is on the right track towards organizational success (McCooey, 2010). Inevitably, a low employee turnover is highly indicative of a company that is doing well. The converse equally holds true. However, with the application of a number of strategies, an employer can retain a remarkable staff and enhance a stable workforce in the company. The following strategies would be highly effective in employee retention in an organization: Developing and maintaining an attractive workplace that is embedded on the company’s culture, mission, and the core values is essential. Employees feel safe working in an organization with logical, clear, and consistent procedures and policies. Communicating the organization’s mission to the employees certainly makes the employees feel connected to the goals and objectives of the business (Gitman & McDaniel, 2008). This is essential in keeping the employees emotionally and mentally connected to the organization. Moreover, an environment that promotes integrity and does not tolerate dismal performance will be attractive to employees seeking to be recognition as qualified professionals (Sears, 2011). A simplified corporate culture that minimizes the number of meetings, allows transparency to information, and generally makes the workplace fun and comfortable to be in will ultimately keep employees in the organization (McCooey, 2010). Another strategy involves analyzing the relationship with employees. This strategy involves gaining an understanding from the employees as to why they work for the company. This assists in building essential emotional ties between the employee and the organization. In this regard, the employer should deliberately and strategically give recognition to employees who do well. The organization should also identify the needs of the employees and seek to improve them through growth strategies to enhance their value. One of this is through offering them workshops and seminars where they can get training. Employees can be offered platforms in the organization to make presentations in their respective areas of expertise. Besides, bringing in experts to sharpen their knowledge and skills about issues that affect their personal and professional lives is a great strategy to retain employees (Sears, 2011). The employers should also encourage employees to join trade and professional associations, give incentives to employees seeking to further their education and offer corporate mentoring programs as these give employees competitive advantage while at the same time encourage employees to continue working in the organization. Giving employees internal promotions is also highly effective in ensuring employees do not leave to seek promotions elsewhere, internal promotions are highly effective in giving employees future professional prospects of advancing in their careers (McCooey, 2010). Ultimately, every employee wants to climb up the corporate ladder and offering these promotions to perfuming employees is a certain measure of retaining them. Incorporating childcare, time offs, and having flexible benefits for employees that are reflective of changes in the workplace are a sure way of retaining not only a majority of the employees, but also the top talents in the organization (Sears, 2011). Finally, the essence of a good employee compensation strategy cannot be overlooked. An effective compensation strategy is one which pays employees for their performance, not their time. Therefore, a well-defined program that offers bonuses for surpassing set targets in addition to benefits, salary and training, is bound to retain employees (McCooey, 2010). Even with these highly effective strategies to retain employees, it is important for the organization to invest in hiring highly qualified human resource professionals who oversee the employee processes and structure (Sears, 2011). Ultimately, the HR managers are conversant with the employee trends, laws and will definitely come up with creative programs to ensure employees stick with the organization. REFERENCES. Gitman, L. J., & McDaniel, C. D. (2008). The future of business: The essentials. Mason, OH: Thomson South-Western. Hawthorne, E. M. (2007). Evaluating employee training programs: A research-based guide for human resources managers. New York, NY [u.a.: Quorum Books. Landy, F. J., & Conte, J. M. (2010). Work in the 21st century: An introduction to industrial and organizational psychology. Malden, Mass: Wiley-Blackwell. Longenecker, J. G. (2006). Small business management: An entrepreneurial emphasis. Mason (OH: Thomson/South-Western. McCooey, D. (2010). Keeping good employees on board: Employee retention strategies to navigate any economic storm. Garden City, New York: Morgan James Pub. Sears, D. (2011). Successful talent strategies: Achieving superior business results through market-focused staffing. 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