Structural parts of the Job-Specific Orientation Plan
Hiring the employees
Preparation of the employees’ pre-arrival to the warehouse organization
Introduction of the employee to the first day of one’s professional experience in the warehouse organization
Professional orientation of the employee in ones’ department
Conducting the monitoring of the success and professional engagement of the employee
Procedures, which should be conducted as the employee is hired
In the scope of this Job-Specific Orientation Plan for the warehouse organization, it is essential to outline five critical steps, which involve the major aspects of human resource management and encompass employment and gaining the continuous feedback from the senior management – in order to ensure the success and the effectiveness of the each particular employee for the organization.
Hiring the employees
This process implies the collaboration between the hiring department and the Office of Human Resources in terms of determining the start date for the newly-employed personnel. For this purpose, the Office of Human Resources is responsible for being ready for the expected arrival of the new employee. That is why, the set of the following documents should be prepared and delivered:
Background check authorization;
Employee offer letter;
Welcome letter for the employee’s orientation.
Preparation of the employees’ pre-arrival to the department
The core responsibility of the corresponding department of the warehouse is being prepared to the arrival of the new employee as well as proper organization of one’s first day of work. That is why, the hiring department should be prepared by the Office of Human Resources to the effective orientation of the employee within one’s pool of responsibilities on the new working place (Cassidy and Kreitner, 2009).
In order to prepare the hiring departments of the warehouse for the process of employing, the set of the following procedures as well as corresponding documentation should be used by the Office of Human Resources – in accordance with trey orientation process, specific for each particular department:
Assigning a new mentor;
Development of the checklists;
Preparation and introduction of the department welcome letter;
Introduction of the employee to the first day of one’s professional experience in the warehouse organization
For this purpose, the set of the following steps should be undertaken:
Conducting the full-day orientation of the newcomer in human resource department;
Introduction the set of possible fines and benefits, which may be gained by one in the process of one’s labor activity;
4. Professional orientation of the employee in ones’ department
At this stage, the HR manager is responsible for the set of the following procedures:
Introducing the newcomer to one’s direct supervisor and colleagues;
Conducting the detailed review and explanation of the current and specific rules, procedures and policies of the particular department;
Introducing the major responsibilities of the employee, implied by one’s current vacancy;
Conducting the monitoring of the success and professional engagement of the employee
Conducting the entire set of the procedures, implied by the mandatory training;
Issuing the feedback for the completed work ensuring the employee’s recognition
Procedures, which should be conducted as the employee is hired
It is essential to refer to the fact that one of the most critical aspects of any orientation is hiring new employees. In the process of employing new people, the collaboration is established between the Office of Human Resources and the hiring department – for determining the set of critical aspects of employment –such as setting the start date for the newcomer as well as establishing and clarifying the major professional obligations of such employee (Snell and Bohlander, 2012).
Monitoring success of the employees and their professional engagement
It is obvious that as the first month of the employment passes, the department orientation is not already finished - as this process may be referred as a rather continuous one. In order to achieve success of such orientation, there is a need of using such strategies, where the major focus is put on the employee’s long term stimulation. Among the major indicators of the employee’s engagement, it is possible to outline the following: retention, job satisfaction as well as pride with the employment. It is essential to note that the HR department should model particular behavioral patterns, which are expected to be represented by the employees. For ensuring of the success, the following options may be used by the HR managers of the warehouse organization: provision of the feedback on a regular basis; development and practical implementation of the system for the employee’s recognition in each particular department; establishment of the common policy for encouragement of the employees to share their ideas for improvement of the organizational structure, its strategic options as well as corporate culture.
Development of the competency
for provision of the perfect customer care
For this purpose, the human resource management of the warehouse should develop the learning program for enhancement of this professional quality among the employees. The learning should be implemented into the practice in one (or several) of the following ways: team working on the customer care cases resolution –via the role games and brainstorming of the possible ways for managing the situations; master classes; workshops as well as case studies resolution (Armstrong, 2006). Only in the case of gaining the practical experience, there is an option of reaching the maximally effective outcome.
References
Armstrong, M. (2006) A Handbook of Human Resource Management Practice. Kogan Page Publishers
Cassidy, C., Kreitner, B. (2009) Supervision: Setting People Up for Success. Cengage Learning
Snell, S.A., Bohlander, G.W. (2012) Managing Human Resources. Cengage Learning
