Human Resource
CHAPTER 8 ORIENTATION & TRAINING Unit 3
Chapter 8
(a) Read the Running Case: LearninMotion.com, The New Training Program on p.235- 236 in the course textbook and answer the three questions.
Questions:
How would you change LearnInMotion’s orientation program? Should this company rename this process to an onboarding program instead?
I would start by changing the LearnInMotion’s orientation program. I understand that that there is no formal onboarding, training policies or procedures so, it is time for HR or Jennifer and Pierre to put a formal onboarding orientation in place. They should include:
a handbook
a tour of the facility
introduction to the supervisors
presentation on the organization and supporting written information on their history, objectives, mission, organizational structure
copy of the employees job description, explanation of the job responsibilities
copy of the collective agreement
information on training to be received
Changing the name of the orientation program to onboarding program is a wonderful idea.
Should Pierre and Jennifer be involved in the onboarding program to emphasize the importance of this process to their staff?
Well when reading the notes it suggests that HR person is usually in charge of:
providing basic information on hours,
providing arrangements for the employee to get paid,
providing a copy of collective agreement and health or other benefits programs.
So no I don’t believe that Jennifer and Pierre should be involved in the onboarding program to emphasize the importance of this process to their staff. I feel that the important focus here is train the employees on the job description, and what is expected of them.
Should management of each department assist in the development and subsequent enforcement of the new onboard program? Why or why not?
Yes, I do believe that management of each department should assist in the development and enforcement of the new onboard program. The reason
Chapter 8
(a) Read the Running Case: LearninMotion.com, The New Training Program on p.235- 236 in the course textbook and answer the three questions.
Questions:
How would you change LearnInMotion’s orientation program? Should this company rename this process to an onboarding program instead?
I would start by changing the LearnInMotion’s orientation program. I understand that that there is no formal onboarding, training policies or procedures so, it is time for HR or Jennifer and Pierre to put a formal onboarding orientation in place. They should include:
a handbook
a tour of the facility
introduction to the supervisors
presentation on the organization and supporting written information on their history, objectives, mission, organizational structure
copy of the employees job description, explanation of the job responsibilities
copy of the collective agreement
information on training to be received
Changing the name of the orientation program to onboarding program is a wonderful idea.
Should Pierre and Jennifer be involved in the onboarding program to emphasize the importance of this process to their staff?
Well when reading the notes it suggests that HR person is usually in charge of:
providing basic information on hours,
providing arrangements for the employee to get paid,
providing a copy of collective agreement and health or other benefits programs.
So no I don’t believe that Jennifer and Pierre should be involved in the onboarding program to emphasize the importance of this process to their staff. I feel that the important focus here is train the employees on the job description, and what is expected of them.
Should management of each department assist in the development and subsequent enforcement of the new onboard program? Why or why not?
Yes, I do believe that management of each department should assist in the development and enforcement of the new onboard program. The reason