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There is very important to conduct Training/ induction for new employees.
every long term project has to have a strong foundation in order to stand time,and the saying goes first impressions have a lasting impact.this shows how important the induction procedure is in order to get employees that feel as part of the organization and are most likely to return it with loyalty.
Trainings should be mandatory to keep employees up to date on company policies.
What are cross and multi-skill training?
In S.A. we have a Personal Development Plan (PDP) attached to the performance agreement which is identified by the employee and agreed to with supervisor. HR organises it either in-house or externally. It is paid for from a corporate training budget.
Induction training is important as it enables a new recruit to become productive as quickly as possible. It can avoid costly mistakes by recruits not knowing the procedures or techniques of their new jobs. The length of induction training will vary from job to job and will depend on the complexity of the job, the size of the business and the level or position of the job within the business.
I think, in induction and training part, the organization or company need to train and manage in place an induction policy and procedures in a period, before the employee starting the job. Training and development will involve basic and induction training followed by advanced skill training and cross and multi-skill training. The type of training undertaken may be self-paced learning or competency based training with or without recognition of previous competency. This training may be in-house or outsourced and on-the-job or off-the-job training. The aim of any training programmed, hopefully improve employee motivation, job promotion prospects, job satisfaction, to minimize any performance gap and to lift the performance of the organization to the next level in an attempt to reach the benchmark.
Well when someone is hired, they should familiarize them self with the company accompanied by a qualified employee of the company. Then they are trained, whether it be outsource or in the company itself. Since Training and development follows induction, the employee will have basic training and with induction the skills .are measured by advance skill training ,and cross and multi-skill training. Then the employee gets evaluated to ensure the goals and objectives are met.
The new employee to the company must go through a process of orientation and training in order to get familiarize with company's work policies
Immediately prior to the employee starting the job, a period of familiarisation and induction should take place.
Management should have in place an induction policy and procedures that are to be followed. Management may appoint a mentor and the mentor will be responsible for the orientation process.
Training and development follows induction. This training and development will involve basic and induction training followed by advanced skill training and cross and multi-skill training.
In addition, personal development training may take place designed to enhance personal performance.
The type of training undertaken may be self-paced learning or competency based training with or without recognition of previous competency (competency based training requires that the employee reaches a prescribed standard before they are permitted to advance to the nest stage in the training).
This training may be in-house or outsourced, and it may be on-the-job or off-the-job training. This training will enable the individual employee to enhance their performance (and in turn that of the organisation) and to improve their job promotion prospects.
The training will also, hopefully, improve employee motivation and job satisfaction and decrease costs of production by reducing the level of waste, reducing the number of lost time incidents and the level of absenteeism.
The aim of any training programme should be to minimise any performance gap and to lift the performance of the organisation to the next level in an attempt to reach the benchmark.
In addition, the programme should be designed to enable individual employees to achieve career path goals. An evaluation of the outcomes of the training programme should be made to ensure that the goals and objectives of the organisation are being achieved.
An evaluation of the outcomes of the training programme should be made to ensure that the goals and objectives of the organisation are being achieved.
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