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Craft a New Training Program

You have been asked to consult with a large architectural firm with over 200 employees that has a problem. The company has been analyzing their turnover, and has determined that the main turnover occurs from people leaving the company in the first six months.

The company has had a one hour orientation, but the Human Resources Director thinks that they might need a better orientation to the job. The CEO believes that if you craft a new training program, the turnover will stop.

A. What would you put in an orientation program? What would you deliberately leave out? Design an orientation schedule addressing everything that you think this company needs, explaining the content of the schedule using a paragraph for each item you put on the schedule.
B. Do you think that your orientation program will solve the problem? Do you think there might be other issues? List five other things that may be contributing to the turnover, and explain how you would find out whether the items you have listed are actually a problem. Indicate what you think the main issue is likely to be?

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Hi,

Interesting assignment! Let's take a closer look.

RESPONSE:

A. What would you put in an orientation program? What would you deliberately leave out? Design an orientation schedule addressing everything that you think this company needs, explaining the content of the schedule using a paragraph for each item you put on the schedule.

Each firm needs to develop orientation programs to meet its needs. Some of the items usually covered in an orientation are as follows:

1. Mission, culture and values:

Firms often have formal statements outlining these items and publish them in marketing or recruitment materials and handbooks. Citing examples of firm activities that exemplify them can be very powerful in communicating the firm's character and values to its new recruits.

2. Markets and projects:

New recruits need to know the firm's primary markets and services. Information on high profile projects the firm has done is also helpful in making new employees more effective representatives of the firm.

3. Internal resources and support services:

Provide information regarding administrative and clerical support (telephone, fax, etc.) design support (specification, illustration, model building, etc.) reprographics, photography, marketing, accounting, research centers, libraries, supplies and purchasing, and human resources, and other support systems. Be specific on how to use these resources.

4. Technology or specific tools:

With the increased emphasis on the use of computers, information systems, sophisticated software, and electronic communication, there is an increased need to orient new employees to ...

Solution Summary

This solution provides assistance is creating a new training program e.g. what to put in, what to leave out, orientation schedule, evaluate in terms of solving the problem, five ways to contribute to the turnover, and others.

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