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Second Chance Ministry: Training in a Non-Profit Organization
MGMT 438 Unit 4 IP Professor Wahlstrom1/29/2012
Lisa Adams |

Abstract
Second Chance Ministry is a non-profit organization that provides services to women prisoners reintegrating into society and to the mentally disabled and homeless that live in the High Desert area of California. There are ten Board of Directors members and the training department is handled by the HR manager; Judy Gomez. In an interview conducted on January 24th 2012; Mrs. Gomez shared how Second Chance trains and develops its few personnel. Second Chance is in its second year of operations so it only has five employees outside of the Board. The five employees are each in different departments so the training is varied and easily accomplished.

Mrs. Judy Gomez is the HR department of Second Chance Ministry. She sits on the Board of Directors and has hired only five employees in the year that the organization has needed employees.
Mrs. Gomez conducts training by a needs only basis after the initial hiring orientation. In the orientation session each employee is given a job description of their position, all pertinent federal and state employment paperwork, an employee manual and the told “and if we need you anywhere else you will need to learn as you go.”
The atmosphere of the company is relaxed and comfortable. Each employee appears happy and secure in their position. The training when needed is given to an employee who seems to be having trouble with procedures in the non-profit. If an issue arises between an employee and a client those are handled immediately. If it is an operational issue it is handled at the employee performance review; these are performed each quarter.
The typical steps to training are a review of the job responsibilities, a written description of the violation(s) or problem(s) and a contract of steps to resolve the issue. Mrs. Gomez relayed a recent issue with the janitor of the facility: Mr. Michael had recently begun to take home recyclable materials from the trashcans of the facility. When the issue hit Mrs. Gomez’s desk she addressed in the following manner. She brought Mr. Michael into her office and sat him down. Then she explained to him his job responsibilities and the violation. She then asked Mr. Michael not to take the recyclable material home. Mr. Michael then explained to Mrs. Gomez that he took the recyclable material to the local plant to get the money to replenish the coffee- maker, which he used at night, because he noticed that the container was almost empty. At that point the training was over and Mrs. Gomez returned Mr. Michael to his duties (Gomez, 2012).
This is a typical employee issue at Second Chance Ministry. As evidenced by this interview there is no evaluation processes in place yet. There has been no need as yet; as a new organization Mrs. Gomez has not had to evaluate things to the Board yet so there are no processes but after the interview, Mrs. Gomez assured the interviewee that she would be writing one for the Board to approve.
The methods at Second Chance Ministry may not be orthodox but they appear to work well for this organization; and isn’t that all that matters I the end?

Reference
Gomez, M. J. (2012, January 26). Training Processes. (L. Adams, Interviewer)