Generic Induction Program - Assignment Example

Surname: Presented to Institution Name, Location Date Name Professor Q1. Generic induction program This is a system which guides management of any organization the best techniques of ensuring provision of quality services and safety of their employees. Training systematically that a new employee must undergo is also captured here It is through implementation of this program which workers and clients of the organization become less vulnerable to any hazard that environment they are in or the job they are doing can cause to them(Booth et al 2009 pg.17). Time to relax center is a place which is dedicated to offering best and quality service to their clients. The human resource manager found it best to implement it in all sects of this to enhance safety of their customers and even their staff members (Booth et al 2009 pg.42). The following is therefore a proposal about the project they are to launch and why they should implement it; Welcome Is the first step in generic induction which deals with recruitment of employees. The human resource manager introduces him to staff board. It gives guideline of protocols that are observed when a worker is welcomed to the institution. It follow that new employee is introduced to reception panel, followed by fellow work mates when he is new to the organization. This familiarizes the new member to the surrounding and build comfort and confidence (Booth et al 2009 pg. 68). Introduction to employment Filling commencing forms and signing them to show commitment and acceptance to take the job is what follows. All documents of the job beginner are taken into account and now introduced to the actual job that waits. Security care and how it is conducted is informed, as well as any other protocol observed within the organization. This includes items like how payments are made rules and regulations of the firm and any facility within the organization. This is a responsibility held by the human resource manager. Departmental introduction This is the actual center the new recruit is to work at. Company is made up of departments, but each has their own rules and regulations. Servant is informed of them, and the way he is expected to carry out himself in various particular department. Briefings and actual meeting are also factored out here. This is done by various heads of departments. Mission is also given to him and the aims of the service they are offering (Booth et al 2009 pg.90). Aims of generic induction process (Maddock 2010 pg. 34); i. Introducing the new employee to procedure and process of doing things within the organization. ii. Instill skill required by the new job iii. Good and purposeful training of the employees iv. Skills and techniques for research Generic induction learning objectives i. Understanding organization goals ii. Understanding what to do within the organization iii. The kind of training new employee must undertake iv. How employee execute the task at hand v. Ways of upgrading services offered Job introduction After undergoing the above procedures, employee is now familiar with environment, then be introduced to the actual job. Inform the employee about what is expected from him, responsibilities he has to handle, type of job, where to do the job and all codes accepted pertaining the job (Maddock 2010 pg. 45). Organization structure is presented here. Respective manager of the concern department does this role. Health and safety Health is an important factor that must be observed in any organization. In this stage, employee is introduced to key staffs in charge of health affairs within the organization. How first aid is provided is also factored in this stage, and role expected to play pertain health within the organization. Instruments used to enhance safety are also shown. These are items like first aid box, fire extinguishers (Maddock 2009 pg.87). This is done by officer in charge of health. Visiting other areas within the organization This enhances awareness of the new member to the institute and enhances good understanding of environment, which in turn yield quality service offered. This presents the employee get an brief overview of what is done in each section. The general manager shows the new worker through this. This marks the end of circular training circle and the employee is now ready to work in familiar environment. 2. Learning organization The term learning organizations is used in reference to an organization that provides a learning environment to its members and persistently transforms them. Learning organizations come into existence due to the challenges associated with the modern administrations. In adopting this learning concept, organizations remain competitive in the business world. These organizations are able to acquire knowledge in entrepreneurial characteristics such as risk taking to enable them survives in the continuously evolving environment (O'keeffe 2006 pg.15). This concept motivates organizations to change to a more interrelated approach of thinking. Societies should be like communities that employees feel a commitment to. Employees will be dedicated to work harder for organizations which they have got full commitment to. Organizations do not automatically develop into the learning type. They are prompted by a number of factors. Due to their growth organizations lose their ability to learn since the company composition an individual thinking has become rigid (O'keeffe 2006 pg. 56). When this happen organizations needs to restructure by reducing the number of employees and hence the people retained should work more efficiently to keep the organization running. In order to be competitively advantaged, companies should adopt faster learning than their competitors and acquire a good customer relation culture. The following constitutes characteristics of learning organizations:- Individual master This refers to the way an individual is committed to the learning process. Organizations whose employees learn faster than the workforce of other organizations possess a greater competitive advantage. Individuals are able to learn through staff training and individual experience (O'keeffe 2006 pg. 43). Systems thinking This is a theoretical framework which allows individuals to study businesses as one body. For an organization to be a learning organization all characteristics of systems thinking must be apparent at once. If some of the characteristics are not observed then the organization will not fully achieve its goals. Mental models This is used to refer to the assumptions held by individuals and organizations. So that an organization becomes a learning organization this mental models must be challenged. In order for an organization to create a learning environment it has got to replace challenging attitudes with an open culture that encourages inquiry and belief (O'keeffe 2006 pg.32). Shared vision Development of shared vision in an organization is essential in motivating employees to learn. This is because it creates a uniform identity which provides focus for learning .Build of a shared vision sometimes may be stalled by traditional structures where the organization is imposed from. The aim of having a shared vision is to outdo a competitor. In the contemporary organizations this concept of learning organizations is of great significance. Opposed to the traditional organizations, contemporary organizations are able to respond rapidly to the changing business environments. Contemporary organizations face various challenges and not unless they become the learning ones they will be economically disadvantaged. Modern organizes employee experts to work for them. In these organizations also there is cooperation between employees and employers to facilitate a reliable communications (O'keeffe 2006 pg.76). Learning organizations are a requisite in the contemporary types of organizations. This is because individuals in these organizations require greater motivations. Individuals are appreciated according to their skills and level of work done. By so doing individuals are encouraged and creativity is enhanced which in-turn leads to an organization’s competitive advantage. In these modern organizations the workforce is more flexible this is a clear indication of importance of learning organizations. The flexibility of the employees is enhanced by the proper specialization and rotational working. Another factor also that ensures that the workforce executes its mandates more efficiently is the fact that the number of individuals are reduced hence it’s easier to manage a smaller group. Flexibility enables workers in an organization to freely interact and break the barriers associated with rigid companies. In these current organizations individuals are more creative. This is because there is a greater possibility of creativity in a learning organization (O'keeffe 2006 pg.58). In these organizations there is also room for experimenting on new and current ideas without worrying about committing mistakes. Individuals’ creative contribution is appreciated and innovations are free to do well. Citing the fact that teams and groups cooperate in this new organizations is enough evidence that learning organizations are part and parcel of this modern organizations. This is made possible by the application of the concept ‘learning organizations’. So that the organizations produce positive results teams should perform efficiently (O'keeffe 2006 pg.134). Interdependency in the contemporary organizations increases awareness and improves relations amongst individuals in an organization. This is a factor that comes into being because of the adoption of a learning environment. In summary contemporary organizations can hardly survive without the employment of learning organizations’ concept. As evident above each and every business transacted by these organizations requires solely adaptation to the frequently changing technology and new ways of doing things. Q3. Training and development is the process in which individual either working in organizations or have employed themselves go through a learning program to improve his/her skills in the areas of interest this is very necessary to any individual or organization that esteems to beat the recent hard economic times. This process gives great opportunities for the professionals to increase knowledge that is new into their work and therefore increase their abilities in production (McHugh, 1998). Is UK moving towards achievement of a learning society? From the most recent UK NVET policy it is very clear and precise that UK is not advancing towards achieving a learning society, this is due the fact that UK has not identified both the internal and external factors that influence the relationship in the employment and the psychological contract. They have not also discussed widely the things that are required to make sure that the employers in the UK are encouraged to support the requirements of the workforce that is employable in the United Kingdom. They have also not taken initiatives to encourage the employees to sustainable ability to be employed by seeking more knowledge on what they are good at (McHugh, 1998). At the moment, there has been a great change in the focus of the learning, training and development. There has been a shift of the responsible from the state individuals this is whereby individuals are responsible for their business. In the United Kingdom the idea of lifetime employment does not exist anymore. There has been a greater need for the ability to be employed rather than the norm of employment hence people need to get the skills to be employed (McHugh, 1998). The workforce in the United Kingdom does not get support from the government agenda that has been put in place, and therefore, the workforce development plan and learning in the organization left for individuals. The most important context that is provided by the employment relationship, most of the organizations are nested in the context of the institutions which includes entirely the professional and the sect oral networks that allow or prevent the transfer of the knowledge from one particular sector to another and the most important influence the process of learning and acquiring of knowledge within the organization (Harrison, 2009). There are two different perspectives that an individual or an organization can view the learning process in the organization. One can view the process in a unitary way in which they take it as an integrated and harmonious and the others view it in a pluralist way, this manner makes them feel that passing of knowledge and learning bring a lot of powerful and competing subgroups with their own legitimate loyalties, with great objectives and strong leaders this idea has been put into practice in the united kingdom (McHugh, 1998). The development of skills in the United Kingdom and the workforces that are highly adaptable to work is one of the great things that have been achieved by the big organization in the United Kingdom; there has been great focus on training first and getting employment later. The workers who have great abilities in diverse fields are encouraged to develop their great skills, use technology and adaptability to enable them to enter and continue in the employment without getting fired throughout their working lives, but this not seen in the culture of the United Kingdom today(Harrison, 2009). The challenge that is left to the workforce to deal with is complacency; they are thought to have very little knowledge concerning the training activities. This influences a lot in the employers as they have to look for sources of knowledge in order to be able to train its employees. The board that is guiding the company or organization should have a lot of interest in developing the employees by training them to gain knowledge and experience that they put into practice in work. It is the responsibility of the employers to train the employees and help them; this particular idea of training employees is a thing of the past to the employees in the United Kingdom as one has to individually look for training or train first. The training staff in any other company should be of a high status as they training influences on the knowledge in which the employees are given. In the United Kingdom these particular challenges have not been addressed adequately by putting all the required aspects of knowledge transfer (McHugh, 1998). Challenges that greatly inhibit complacency included the uncertainty, high poaching levels of employees, and the common labour market rigidities. There are other external factors that that contribute to the challenge of complacency these include the peer group behaviour, the pressure put on the employee and the initiative put in place by the government. These challenges are still evident in the united kingdom, this particular nation generally is not a learning society nor does it have any culture of a lifelong learning or even the a culture of training its employees. The progress in terms of education and training is still very inadequate (McHugh, 1998). The highly skilled workers in the organizations in the united kingdom are likely to be given a chance to train than those who are lowly skilled, about a third of the big companies and organizations in the united kingdom do not train their employees and this particular fact varies from between around 50 percent of the employers and in some other sectors it comes down up to about 5 percent in the best performing sectors (Harrison, 2009). From the research that has been done about 41 percent of the employers in the UK did not train their employees at all in the year 2011 and about 46 percent employees did not get any training. It is recommended that the trading unions should extend learning for their members in their own provision, through the collective bargaining and agreements (McHugh, 1998). There is a need to boost the learning culture within the workplaces in the United Kingdom; this can be done by making sure that information about opportunities of training. The advocate of training of the employees will have to place more emphasis on promoting the literacy and the numeracy of the courses and the train to gain initiative. Campaigns to boost the training has to also be done by making sure that information advertising on the training have been posted in the boards(Harrison, 2009). According to the manifesto of labour made in 1997 learning should be something to be done for lifetime, this particular idea is there to make sure that we retain our employment through a retained our new and improved skills. Adult learning should be promoted both at work and in the critical sector of further education. The employers have a primary responsibility for the training of their workers in the job related skills (Harrison, 2009). Q5 The role and contribution of learning towards development in an organization The philosophy of training which involve learning and development has its origin in the cultural, economic and the social factors. They also originate from the values and the experiences that an individual goes through also an organization or a nation ca learn through experiences. The main intention of training individuals is to promote transition and change, it is also meant to offer new experiences that outdate the one that heave been valued over a long time (Harrison, 2009). The need for the training and development in the organization differ as it is expressed by the top managers concerning their interest and support. The level to which the need for training and development in an organization is determined mainly by the performance of the workforce in the company. There are some of the driving forces and d factors that enable the training to take place. One of these particular driving forces includes the need to have a new product and change in technology. At times remaining in the market is challenging too many companies hence the need to remain valid and survive in the competitive market one has to embrace training (McHugh, 1998). There are external factors that push toward establishing training in an organization, these include the need to change the skills as technology changes and reduction of the number of employer as the few who are well trained can multitask and be able to achieve the company goals. The company or organization also have to ensure that it recruits high quality employees and retain them. The benefits that an organization gains from training its employees can not be underestimated. One of the benefits is the enormous contribution toward the success of the organization by improving the performance of the employees hence improving the perfprmanceof the company for example training the sales managers of a company like Toyota can improve the rate of sales since additional training enables them to know new challenges to face and how to tackle them (McHugh, 1998). Training and development of the employees in an organization helps them to acquire the skills that are very necessary for their field of specialization. Great confidence, attitude and knowledge are also the most important gains that an organization. The rapid change in technology in the world requires that the knowledge that the employer have gets updated. An example is in the Toyota Company the manufacturing of car is very dynamic and there is change always in the field therefore the company needs to train its employees in order to catch up with the dynamic change. Without this a company can get outcompeted in the market. Competition which is very stiff in the market can even drown the company down (Harrison, 2009). There is very high need for the companies to maintain its good employees therefore training them will enable the committed employees remain relevant to the work therefore continue getting benefit to the company. Employees that are of good profile should be maintained and treated well since at times getting the right employees is herd for any company. Getting new employees frequently hinders the company from reaching its potential since their performance and experience take long to develop. A company like Toyota needs to maintain its employees for the main reason of developing them into their best through continuous training (Harrison, 2009). The potential of the employees can only be realized by making sure that they are continuously trained and maintained, this particularly improve their morale in the job. The continuous training too can help in making the employees to be satisfied with the job, since this is their field of passion those training them will enable them to be satisfied and enjoy their career prospects. The training of the employees paint a good image of the company a quality of the employees reflects the quality of company. The training of the employees of a company like Toyota need to be highly trained and maintained to improve the quality of the company, when the company has good profile it receives a good traffic in the market and hence the sales goes high (McHugh, 1998). Q6.The responsibility of the employees in making sure that their skills are met The government of any country has a greater responsibility of making sure that its citizens and employees get the training and development that they need. But an even more great responsibility lies in the hands of the individual’s citizens and wants to remain relevant to the job market and also improve the economy of the country by contributing positively through learning the most recent information and applying it in the market (McHugh, 1998). It is the will of individual to transform the public sector which is particularly difficult due to the political context in which the organizations are based. It is therefore the responsibility of the citizens of a particular nation to improve their public utility as this is for their own benefits. The citizen of a particular nation should be aggressive and make sure that they attend training which will enable them to work well in their field of expertise (Harrison, 2009). For learning to succeed it takes the initiative of individuals to be achieved, individuals should be willing to continuously learn new skills and apply them in the real life applications. It does not matter who is heading an organization put what really matter is whether they are willing to put into practice new skills that are learned it is not the government or the nation that will improve the performance of the company but it is individuals who take the initiative of making a difference in the organization(Harrison, 2009). For change to be notified in an organization it takes the power of individuals, the change is rarely linear and rationally based activity but it can also be achieved through a rationally reorganized work. This can only be done if the person doing it undergoes continuous training and development in attempt to improve his or her skills. Most countries are socialist and therefore there is high competition in economy therefore the need to always be updated to avoid being left behind economically is there (McHugh, 1998). Conclusion The importance of the training and development in any organization cannot be underestimated as it has more relevance than one ca imagine. It is highly recommended that the leaders in this particular organization do not ignore training and development of its employees in order to be able to maximize the potential of the company in production (Harrison, 2009). References Booth, S., Edmonds, P., & Kendall, M. 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