Gestion des ressources humaines : induction, de formation et de perfectionnement
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Module 1: Le cycle de travail

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Gestion des ressources humaines : induction, de formation et de perfectionnement

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Business Management -> Human resource management: induction, training and development


Induction, training and development

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.

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Socialisation
Information sessions
A tour
Skill training
A job description
Occupational Health and Safety details
Performance appraisal details
Review procedures


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.

A training needs analysis of the organisation will need to be undertaken and a programme of training put into place in order to achieve organisational objectives. 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.

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