The reason training schedule is to have a clear plan on the events that will take place during the induction process of the new staff. This will cater for the new hires through the first months of their employment as well as on their jobs with regard to their respective position. The purpose of this training is to congratulate the new staff members on making it through the recruitment process. In addition to that is to make employees feel part of the organization, this will be made possible by organizing a ceremony for them. Therefore, it is recommendable that the first day should be a celebration day.
This event will help staff to network with the old guards; it will help the leaders share the organization’s vision, mission and values. This celebration will be accompanied by recognition of staff members who have worked hard throughout the year, it will be a motivation to the joining team who will be motivated and desired to live up to the organization’s goals (Attach,1970).
The training will provide instructions and guidelines and will be carried out by the appointed members of staff, the Human Resource department in collaboration with the hiring departments for relevance. A review of the impact of the training will be conducted to assess its efficacy.
Methodology
The training will be implemented in phases. The phases include:
- Induction/Orientation
- On boarding: According to Ellis, (1984) as part of the organization’s policy, every new hire, will be assigned to an old hand in their position/department who shall become both their mentor and supervisor.
- On the job training
- Monitoring and Evaluation
- Further training
First year of training and support for this job or position
After a new hire’s successful orientation, he/she will assume their position at the organization and serve under a supervisor in their relevant positions. They will be appointed a mentor who will be evaluate their performance after every one month. In addition to that, the mentor will see to it that the new employee fully understands his/her job description and ensure that he/she is up to speed (Drury, 1982).
There will be a major review which will be carried out the first year after assuming office; this review will be a determinant for those who will progress and those to redo their exam. Credit shall be awarded for targets met and exceeded while further training will be recommended for areas where the employee shows weakness.
References
Attach, E.(1970). Graduate Training: A research proposal. The American Sociologist vol.5, No.4
Ellis, N.(1984). Looking After Your New Employees. British Medical Journal vol.289, No.6442
Drury, W.(1982). Organizing a Practice: Organizing And Training Staff. British Medical Journal vol.284, No. 6327
