University of Phoenix La Rosa Moses HRM 531 November 3, 2009 InterClean has now concluded the hiring processes for the sales department. The next step in the process for the new employee’s is to become acclimated with the organization. To help the employees to settle in to the new environment and be successful; they will need to be brought up to speed on doing procedures the InterClean way. The preparation will include an orientation, then a training program, followed by pairing up with a mentor from within the sales department. The orientation, training, and mentorship program will allow the new InterClean employee’s to be successful by empowering them to establish a solid footing in the sales department.
Their active cooperation in engaging in both informal and formal performance management is vital. A combination of persuasion (making the case for the importance of performance management as part of their duties, and providing some form of reward for doing so), and discipline or supervision is likely to be necessary to ensure
The mission statement is a written statement that states your team’s purpose and helps to inspire and motivate your team; the vision statement takes this one step further and looks at the desired future for your work team. Having the teams input into these goals and objectives helps give the team members ownership and a sense of belonging to the team. When the team’s goals are set, they need to have a certain criteria that must be met to make them a realistic goal. They must be clear, concise, have a set time frame, and most importantly, be measurable. These goals need to link with the organisations goals and KPI’s to help create a more efficient workplace.
Also will need to establish the productivity measures and compare those with the company or organization figures. Lastly, the manager will need to have a team meeting; take contribution on achieving the goals set by the manager, and institute a common goal for the teams. The transformational leadership style will work for the restructuring strategy with the new management practices, because the teams are mature and under the strong leadership of new management. In order to allow the new transformational leadership to be effective, one will have to recognize critical competencies, educate their employees, and motivate, empower, and encourage the teams to facilitate them to focus on accomplishing their goals effectively. It is important to engage the employees in the critical thinking process, decision making process and setting a common subsidiary goal that will be able to help the specialists to merge well with the existing teams.
Person-centered values provide a foundation on which we can base and build our practice. We need to understand what the values are, how we can promote them and why they are important. A value is simply what is important in the life of the person we are supporting. These are the person centered values; Individuality, rights, choices, privacy, independence, dignity, respect, partnership, equal opportunities. 1.2 person centered values are important with care plans as Care planning is all about improving the lives of those who receive care.
The introduction of a compliance system to existing company management personnel requires extensive training processes to describe its features, abilities, and usage intricacies (Stackpole, 2008). The training process will be conducted in-person through hands-on training events at the company’s central domestic location and its international location. The main objective of these training events is to ensure that the rollout process of the compliance system is effective and beneficial to the organization
should produce a new hire procedural manual with checklist to be marked and dated after completion of each item. This procedural manual should have all the details and guidelines that the new hire/trainee needs to complete prior to new hire/trainee orientation. ABC, Inc. also needs to have an on-the-job training program that provides new hires/trainees to develop their skills under the direction of an experienced department employee mentor. I believe that the human resources department should be involved when a new hire or trainee has accepted the job offer. After the human resource department is aware of the new hire or trainee accepting the job offer, the human resources department will be able to start the background check, and verify the candidate is knowledgeable making sure the applicant is qualified for the position desired.
I need to be aware of the most up to date legislations and guidelines, and the welfare requirements. As a member of management it is even more vital that I am aware and up to date with the above, as part of my role is to guide, support and influence other staff to do well in their own roles. Your own professional development does not only impact on yourself but other staff, the organisation and people who use the service. Reflective practice is a huge part of professional development and you need to be skilful in this to really benefit from it, criticising your own practice isn’t always easy but if you take a step back and look at it from different points of view it can really benefit yourself and your skills. To improve my own knowledge is very important to me and I really enjoy learning new skills which can benefit my roles or future roles.
This will determine the assessment decision. The final assessment decision must also be recorded and then feedback given to the learner. The opportunity to give a learner feedback is a productive way to talk to them about how they can progress and improve. An assessor must attend standardization meetings to ensure that they are up to date on the current standards and they must also show evidence of continual professional development. This includes any training that they are involved in throughout the
Coaching or mentoring new employees is also a great way to train employees and it has the added bonus of a more personal touch that can be very effective. Managers should always monitor the training process to make sure that the benefits of the training program are maximized. The training process consists of three phases: (1) needs assessment, (2) development and conduct of training, and (3) evaluation. (Gomez-Mejia, et al., 2010 p. 250) The needs assessment phase identifies the needs and the problems that need to be addressed in the training program. The development and conduct phase is specifically designed by the needs of the company.