Saturday, December 7, 2019

Human Resource Management Set of Techniques and Strategies

Question: 1.Evaluate the effectiveness of the activities that are described in the scenario for Pre-Start Preparation, and present a case for how the process should be improved. What changes do you recommend, what specific steps should be addressed before a new employee arrives? Assess the potential for improved productivity if your changes are implemented? 2. Evaluate the effectiveness of the First Day Activities that are described in the scenario, and defend your suggestions for an improved process. (For example, should some of the standard information be offered in e-learning modules? Should new employees spend more of their first day in their new departments, as opposed to a facility-wide orientation? Should there be a schedule for more than one day of orientation?) Include recommendations for specific activities and timelines, feel free to create checklists as an evaluation guide. Assess the potential for improved productivity in your new approach compared to the scenario? Answer: Introduction: Onboarding can be discussed as a set of techniques and strategies which help a new employee to gather knowledge, manners, and skills to become an efficient member of the organization. An effective process of Onboarding is required to retain in employees in the first place. 255 of the employee turnover occur in the first 45 days (Cable et al., 2013). Moreover, to make the employees a greater production with consuming less time, an effective, useful and well thought-out onboarding process is needed. In the given case, the office has providing a valuable, time-consuming onboarding session to the manager. However, it did not make much change to my knowledge and orientation about the office and its management process. After the session, I was left with not enough information and the process and channel of communication to make the best outcome from my end. Rather it made me confused and skeptical about the facilities I am going to obtain. On the other hand, the training sessions were not much helpful as it was done in a hastily manner. I did not get any formal orientation with other employees and the authorities. The session did not also provide me any knowledge about the organizational culture. However, it can be said that this onboarding session was not much helpful to me (Steinmacher et. al., 2014). Now if I make an assessment about the pre-start onboarding session provided to me, I would say that it made me more confused about my job and the position. No formal introduction to the co-workers was made and my manager did not respond to my call. people tends to stay in the job longer when they feel connected to the social group of their work place and their managers make good contacts and mentor them and complement them. In the case of Google, this hired more than 5000 employees in 2012, made a strong social connection to the new comers, to speed up their performance. They named their social group Nooglers (Ross et al., 2014). Pepsico has also launched an employee onboarding community to familiarize the workers with the company and their job role. To obtain better performance in the pre start onboarding the companies can incorporate the techniques of Gamification (Smith, 2014). It helps a company to ensure better employee retention, higher involvement and better alignment between onboarding and learning initiative. The DBS bank provides the facility of online gaming to introduce the employees the organization values, internal systems, growth data, and multiple set up of the company (Rongo Lioy, 2014). These procedures can be integrated to the onboarding process of my company to obtain better knowledge and relation among the employees and the higher authority. Like LOreal, my company can include round table discussions, individual monitoring, providing needed data and HR support so that the employees can regulate the required channels more efficiently (Cable et al., 2013). On the first day, I have had trouble in my workplace. My desk was not prepared, I did not have the required data and I did not know whom I should contact. Then I was left with no option but going to the receptionist to pledge for help. The first day a company should provide orientation to the new comers and they should spend more time in their new departments. They should be provided with training about the process of performing their job roles. These will help them to know their basic regulation, policies and information about the company and the job role. On the first day, the employees should provide the new employee paperwork, which would be filled with the necessary information about the worker. The standard information should be provided to the employees with an e learning procedure (Fagerholm et al., 2014). Activities Techniques Objectives First week First month Four month Orientation manual FAQs, organization reviews, tips etc. through CD or hard copy To obtain better knowledge and involvement Internet Training Login information, necessary information to handle the portal etc. should be provided To obtain better performence Greeting Mail from the HR to the employees To make the employees feel free and accepted Information regarding benefits From HR to the employees through mail To make the employees feel safe Peer meeting Introduction with co workers and the authority To obtain better work culture Leadership training Meeting to the key people their responsibilities To make the employees know about the hierarchy Feed back To the employee For his positive progress Performance knowledge guide To the employee To focus on the areas for battement Checklist to the employees and the supervisors To ensure that the process is being rightly carried out The following checklist can be consulted in this regard. (Source: Fagerholm et al., 2014) Conclusion: This afore said recommendations would be helpful for my company to guarantee to better role clarity, self efficacy, knowledge of the culture from the employees end. Unlike me, the new employees would be able to perform more quickly and efficiently. This will provide more satisfaction among the employees and the authority would be able to exert the performance in the right time and with greater precision. References: Cable, D. M., Gino, F., Staats, B. R. (2013). Reinventing employee onboarding.MIT Sloan Management Review,54(3), 23. Fagerholm, F., Sanchez Guinea, A., Borenstein, J., Munch, J. (2014). Onboarding in open source projects.Software, IEEE,31(6), 54-61. Rongo, E. J., Lioy, M. V. (2014).U.S. Patent Application No. 14/522,441. Ross, W. E., Huang, K. H., Jones, G. H. (2014). Executive onboarding: ensuring the success of the newly hired department chair.Academic Medicine,89(5), 728-733. Smith, E. N. (2014).Workplace Security Essentials: A Guide for Helping Organizations Create Safe Work Environments. Elsevier. Steinmacher, I., Gerosa, M. A., Redmiles, D. (2014). Attracting, onboarding, and retaining newcomer developers in open source software projects. InWorkshop on Global Software Development in a CSCW Perspective.

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