...New Employee Orientation “The new employee orientation process begins before the employee comes to work. Planning ahead for your new employee’s arrival will allow you to spend productive time on that first day (University of California, Berkeley, a). According to Berkeley, the following items are of importance: “make a copy of the job description and your department’s organization chart, make sure the employee’s work location is available, clean, and organized; make sure a copy of the appropriate personnel policy manual or contract is available for the employee, have a benefits information package available, put together a list of key people the employee should meet and interview to get a broader understand of their roles, and arrange for a building pass, parking pass, and IDs if necessary” (University of California, Berkeley, b). The first day on a new job incorporates excitement along with fear and stress. Therefore, it is important to make each new employee feel welcomed. The manager or supervisor should be the first to greet the new employee and offer a “warm welcome” to the company (University of California, Berkeley, b). If possible, a welcome sign should be placed at the entrance to the employee area so all staff at that location will know that a new person is starting and be able to welcome them warmly as well. Next, the manager on site, or the Human Resource manager if the hiring is at headquarters, should walk the employee through any necessary forms...
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...New Employee Orientation Programme First Few Sips - Coca-Cola India Submitted To Professor Srimannarayana 12th August, 2013 First Few Sips- An Overview of Employee Orientation Program Coca-Cola India is lean organization with a total workforce of around 200-250 employees. Due to the structure, resource requirement and intake is restricted to merely 30-40 heads per year. This makes the training program more customized and individual focussed rather than standard. The common orientation program – First Few Sips however, remains standard yet adaptable to accommodate changes. This program is conducted every 3-4 months. Since, only about 10-12 people join the organization every quarter, HR waits for the availability of a group of new employees before it conducts this orientation program. The reason behind this is the involvement of the Leadership Team. They cannot be made free for individual orientation and thus, there is a requirement of a sizeable group. The itinerary of the orientation program is as follows: Day 1: The new employees meet Atul Singh and Venkatesh Kini in an open house where they get an opportunity to ask these leaders about their experiences. Ice breaking events are conducted. Day 2: Market Visit. This gives the new employees an exposure to the real time developments in the market and thus the related issues and business problems. Day 3: Talks and Open House discussions with Vice Presidents of the various Business Functions. Day 4: Plant visit to a bottling...
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...New Employee J.J. Cervantez HRM/240 October 23rd, 2011 Scott Lodge New Employee Training o Needs assessment: What types of issues might indicate a need for training? For starters, a clear issue would be if you were to hire an individual that possessed the leadership skills your company is looking for but this person was not that familiar with your industry. Sometimes companies will hire from outside the company to get a fresh pair of eyes for their operation. Another instance would be if the person hired had just graduated with a masters in your industry but lacked the experience for running an operation from the get go. This person will need a formalized training program that is designed to give him/her the knowledge to be successful in the operation. From what sources would these issues be identified? The Human Resource department that was responsible for hiring this individual would have already identified these issues and have a formal plan in place for when this person came on board. If you were a training manager, how would you prioritize training needs from these sources? Once I have found out what this person did or did not know skill wise, I would start working on the training schedule with this person to make sure that he or she is on track to learn the necessary skills they need to do their job to the fullest. I would already have a map and time frames in place of what this person needed to learn in all departments to operate...
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...New Security Employee Guide John Siggers SEC/430 March 18, 2013 New Security Employee Guide Throughout this guide as a new employee you will learn about many of the basics of what to do in investigations. These topics will start with the basic principles of an investigation then lead into the criminal investigation basics then learn the proper evidence acquisition and management the next step in the guide to helping you with the investigation process is employee and administrative investigations ending with personnel investigations. Investigation Principles Investigations are the examination, study, tracking, and the gathering of factual information (Sennewald-Tsukayama 2006). With this being said the investigation process is more of an art form than it is science, but science in many investigations plays a large part. The person that is doing the investigation is the gather of facts; this person must hypotheses and is able to draw a conclusion that is based on the information and the evidence. The basic principle in investigation is that the process is a comprehensive activity that involves the collection of information with the application of logic and the ability to use sound reasoning. The basic end result in any investigation is that it is a factual explanation of what has happened if the issue or incident is that of history, or what is occurring, or if the issue is of the present (Sennewald-Tsukayama 2006). There are two types of investigations...
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...New Employee Training John Doe HRM/240 August 28, 2011 Diane Blankname New Employee Training Companies seeking new employees for a position as a computer support specialist have different requirements. Some organizations prefer employees to obtain up-to-date certifications, but some organizations prefer for new employees to have an associates or bachelor’s degree (JobBank USA, 2010). Although the employee may meet the educational requirement to obtain a job as a computer support specialist, the company must make sure that the employee is capable of performing the unique operations of the company. Computer support specialist should be kept up-to-date on the latest technology since technology changes every day. New employees should be evaluated to see if they need additional training. According to Bohlander and Snell (2007), competency assessment focuses on the sets of skills and knowledge employees need to be successful at knowledge-intensive jobs. Competency assessment is a superior way to see if an employee needs additional training to perform the tasks of a job. A company or organization can ask employees to perform certain tasks required for the job, to see if the employee needs additional training. Implementing the correct training program is important to organizations. If the training process is not done correctly, a company can waste a large amount of money by providing poor training to employees. For entry-level positions as a computer support specialist,...
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...New Employee Training Medical Records and Health Information Technicians * Needs Assessment: * The types of issues that might indicate a need for training would consist of: customer service problems, a lot of clerical errors, time management problems. These are just a few of problems that would indicate a need for training when any problem that happens a lot or is happening by a lot of employees at one time this is a red flag indicating its time to do some training. * These issues would be identified from having a lot of customers with complaints about the staff, or the way things are ran at the medical office. The wrong information placed in systems about patients that causing insurance billing problems and patient personal information errors. Staff spending too much time one thing or many of things that is causing over time that is costing the company money as a whole. Not spending enough time on doing the job correctly and just rushing threw it causing room for error. * If I was a training manager, I would prioritize training needs upon what is needed to be worked on threw out the medical office as a whole. If there are many of problems that need training then there will be more training available. But there is training available each month on what is needed to be worked on. * Delivery: * The best method for conducting this training would be to have in-services aka training classes. First upon hiring each employee must pass the pre test for qualification...
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...managers are essential to restaurant success. Becoming a new restaurant manager requires commitment and dedication to customer service, the employees, and the restaurant in whole. It is the individual company that is responsible for a good training program to ensure that their employees know the company’s standards, requirements, and how they want their employees to conduct themselves. I feel that there are many issues that would require extra training for a restaurant manager. One of these incidents would be how the manager reacts to a certain situation with an angry customer. It is imperative to know how to communicate with customers that may be experiencing difficult situations with restaurant employees or other customers. Another issue that might arise is disorganized paper work in the office, like documents not done right or missing. This indicating that the manager does not organize well or is over their head with paper work they do not understand. This is an issue that would need to be handled by training the manager one on one with an accountant, or another manager that can explain things more thoroughly. These issues are usually easily fixed by quick and not expensive training. If they continue to keep happening then it is up to the company if they want to take the time to retrain someone else of further train the manager more. When dealing with larger problems such as constant customer complaints and employee complaints about the manager as an individual it may require...
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...JUST LIKE THAT – Briefing Note To provide new employees with information so that they can gain some understanding of the organisation in preparation for their start An introduction to the company the services it provides & an identification of their main customers JUST LIKE THAT specialises in offering customers a complete vending solution for hot drinks machines, water coolers, chilled drink vending machines and snack machines. JUST LIKE THAT’s key expertise is having a wide range of vending machines and ensuring that every customer has the most suitable vending machine for their individual requirements. Our typical customers include offices, public sector, leisure centres, horeca, warehouses and distribution, and hospitals. We have depots across the country - North, London, South and South East, Wales and the Midlands. JUST LIKE THAT can therefore supply, Operate and service vending machines across all major towns and cities across the UK, providing national coverage at a local level. JUST LIKE THAT offers vending solutions via several options - leasing, purchasing or our free on loan option depending on the vending machine and a customer's exact requirements. Our specialist sales consultants are able to advise customers on the most suitable vending machine solution for them under the most suitable financial arrangement. Purpose and Goals of the organisation JUST LIKE THAT’s purpose is to provide people with the correct equipment for their required environment...
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...Review: Employee Motivation - A Powerful New Model 1. Introduction How inner and outer drives make human beings keep going and aiming higher goals in our lives is always a mysterious field. In decades, scientists and psychologists have been trying their best to understand ourselves deeper and deeper. Nowadays, it is believed that how to boost employee motivation is very important to companies and organisations, and managers have to figure out good and right ways to stimulate their employees. In 2002, Lawrence PR. and Nohria N. published Driven: How Human Nature Shapes Our Choices, in that book, they referred that there are four drives, Acquire, Bond, Learn, and Defend, which drive us to complete tasks and achieve goals in everyone’s life. And then, in 2008, Nohria et al announced a further research in Harvard Business Review about a powerful new model which helps managers to boost employee motivation at workplace, and this famous theory about employee motivation mainly focuses on four drives which were developed by Lawrence and Nohria’s earlier research. 2. Summary In Employee Motivation - A Powerful New Model, authors refer the four drives which are known as: A: the drive to Acquire; B: the drive to Bond; C: the drive to Comprehend (as known as the drive to learn); and D: the drive to Defend. Managers who want to boost employee motivation have to understand about how to fulfill human basic needs, and the relevance and interaction between the four drives...
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...work with transactions in the same way you would if you had bank feeds Create contacts Contacts are how you keep track of your customers, suppliers and personal contacts in MYOB Essentials. By adding someone as a contact, you’ll be able to store and view information about them, and track and analyse their transaction history. You need to create a contact if you want to: * create invoices and keep track of how much customers owe you * create bills and keep track of how much you owe suppliers * Record a contact’s name, address or other details. The Contacts page will show you a list of your contacts and let you create new ones. You can label contacts as suppliers or customers or add plenty of other details. Once you've created a contact, you can assign them to transactions like invoices or bills. You'll also be able to quickly add a new contact during a transaction if necessary. Setting up items Items are all...
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...Advantages and Disadvantages of Outsourcing for Outsourced Employee Iman Nuraprianto GLS 470 – 12TW1 Jennifer Zoller Southern New Hampshire University December 8, 2012 Abstract Outsourcing is contracting with an outside party (vendor) to do a particular function. Basically, the function being outsourced is considered non-core to the business. This paper explores the advantages and disadvantages of outsourcing for outsourced employee. The advantages of outsourcing are more experiences, opportunity to get expertise in particular job, and manageable time & planning to the next job. In contrast, disadvantages of outsourcing are low salaries, poor employee benefits and uncertainty for continuing job. This paper describes, even though outsourcing discriminates outsourced employee, there are some benefits for outsourced employee. Advantages and Disadvantages of Outsourcing for Outsourced Employee What is the definition of outsourcing? According to Caruth, L. & Caruth, D., “Outsourcing is the process of contracting with an outside party (vendor) to perform company functions that were previously perform in-house” (2010). Outsourcing has been used by company in difference sector businesses, such as retail, manufacturing, information technology, banking & finance. Medforth argued that “outsourcing support a company to change magnitude in almost every aspects: increase in profits, productivity, business value, business performance...
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...Week 7 Written Assignment: Tuition Reimbursement Implementation Report XCOM/285 Essentials of Managerial Communication May 22, 2011 Robin Minard The following report was drafted to further explore expanding employee benefits within in the organization. We had a very profitable year and adding tuition reimbursement as an employee benefit for the employees working on their bachelor’s degree in business or communication can be a positive in more than one way. The organization is in the perfect position to proceed with the education reimbursement employee benefit due to the fact that the company has already approved a budget inclusive of this additional employee benefit costs. Expanding the employee benefits to include tuition reimbursement will increase the level professional opportunities ( improvement in self esteem), increase the career options, and improve earning potential, increase employee retention, all having a positive benefit on the organization. National statistics show during the last decade, more companies are offering a tuition reimbursement benefit and are spending more money helping employees get degrees. Universities and community colleges also have started offering more flexible classroom hours for working students and even offer some degrees through online courses ( Schultz, 2007). An opportunity to obtain a degree will improve the quality of life for our employees. This investment in them will allow them to be the best employees for our organization...
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...Employee Benefits Employee benefits is very important benefit that every employee should be looking at when it comes time to search for a job. Many companies offer a lot of employee benefits, however; there are some that are more important than others. When the organization is developing and planning their benefit package, there is information that is very important for the planning process and then there is other information that is not as important when it comes to the planning process. The most important information when it comes to planning process for employee benefits would be compensation(2014). You have to have a good compensation package for your employees based on their experience, education, and knowledge. When employees are searching for jobs, one of the first things they want to know is how much they will be making per an hour or if it is salary, the employee will want to know how much their salary is going to be. So that would be one of the most important things to consider when planning for the process of employee benefits. The second most important thing when a company is planning for employee benefits would be medical insurance. Most companies offer health insurance, dental insurance, vision insurance, and prescription coverage. Now a days, every person has to have health insurance due to the Obama care so that is why the medical insurance is one of the most important things to plan when planning the employee’s benefits process. Medical insurance is...
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...~ v1.0 August 2014 ~ v1.0 Employee Benefits Operational Plan Employee Benefits Operational Plan Contents Contents 2 1. Introduction 3 2. Context 3 1.1. Environment 3 1.2. Industry 4 1.3. Stakeholders 5 1.4. SWOT 6 3. References 9 4. Annexures 10 8.1. Annexure A: PESTEL analysis 10 8.2. Annexure B: Porter’s Five Competitive Forces 11 8.3. Annexure C: SWOT analysis 12 1. Introduction The Employee Benefits operational plan sets out the short-term objectives for the business unit (also referred to as company) for the next 12 months. It aims to identify what needs to be accomplished in order for the company to meet its strategic objectives and it does so by identifying and outlining those activities that need to be implemented. 2. Context The following section provides background for the focus, decisions made and activities selected in the operational plan for Employee Benefits. 1.1. Environment An environment analysis focusses on the external and uncontrollable factors that influence an organisation (Peters [sa]). PESTEL is a common macro environment analysis tool which looks at factors from political, economic, sociocultural, technological, environmental and legal aspects and Vitez (2014) explains that such a macro environmental analysis helps create a strategy that leverage as many of these external factors as possible to the company’s advantage. The PESTEL analysis for Employee Benefits has identified the...
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...Glossary of HR terms For the benefit of human resources professionals, both new and seasoned, we present a Glossary of Terms. If, having read the Glossary, you feel that there are any omissions, then contact us . Absolute ratings A rating method where the rater assigns a specific value on a fixed scale to the behavior or performance of an individual instead of assigning ratings based on comparisons between other individuals. Affirmative action Also : Positive discrimination. Carried out on behalf of women and disadvantaged groups and members of such groups are placed in dominant positions. Appraisal See Performance planning. Attrition A term used to describe voluntary and involuntary terminations, deaths, and employee retirements that result in a reduction to the employer's physical workforce. Autocratic leadership Leader determines policy of the organization, instructs members what to do/make, subjective in approach, aloof and impersonal. Balanced Scorecard A popular strategic management concept developed in the early 1990's by Drs. Robert Kaplan and David Norton, the balanced scorecard is a management and measurement system which enables organizations to clarify their vision and strategy and translate them into action. The goal of the balanced scorecard is to tie business performance to organizational strategy by measuring results in four areas: financial performance, customer knowledge, internal business processes, and learning and growth. Behaviorally...
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