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Human Resource Training Programs for New Employees

Can you please assist with ideas and advice to help in how to start this for both employees on location and virtual employees? Thank you!

The Effective Human Resource Department
Two key areas become a part of each person's organizational experience immediately upon hire - training/development and performance management. New employee orientation and the probationary period (typically the first 90-days of employment) are the employee's first exposure to two vital organizational programs. Depending on one's position, both training and evaluation can greatly affect performance and orientation into the organization's culture. However, both can be fraught with problems: training from the aspect of return on investment (ROI), and performance evaluations from the aspect of usefulness and relevance. In this section, you will seek to find solutions to issues that arise in both of these areas.

New Employee Training Programs
Most modern organizations have a fairly good blueprint for the recruitment and selection of their perspective employees; however, they lack an organized system of providing continuous training to upgrade skills of their workforce. Once an employee is hired the human resources department is generally responsible for ensuring that the employee receives all the training necessary to perform their work functions. New employee training programs include an orientation to the culture and organizational mission, vision and values. They also may include job specific training that is required for specific job functions.

Evaluate New Employee Training Programs to Recommend Improvements for an Employee Handbook
You were recently appointed as Training Director of your organization and have been instructed to review and evaluate the new employee training program for both virtual employees and those on location. These updates will be included in a new employee handbook for your organization. How would you decide which type of training would best to address the needs of the organization and your employees? Select three (3) methods/models for the design of new employee training programs based on your review of the literature. Specifically, discuss how each method/model would address training needs, methods of assessment and choice of implementation strategies. Conclude by providing evaluation techniques you would implement in your program.

Evaluate the effectiveness of training to develop improvements for new employee training programs.

Solution Preview

Greetings,

Hope you are well.

--Can you please assist with ideas and advice to help in how to start this for both employees on location and virtual employees? Evaluate the effectiveness of training to develop improvements for new employee training programs.

Employee Training is essential for the successful formation of a business entity to compete within the targeted industry to sustaining quality levels as well as talent management. The HR department main role is in designing and implementing strategies for facilitating the business continuity objectives. Thus, the HR department assists managers in training employees both new and seasonal to effectively conduct business tasks, in order, to serve the customer. Training programs can range from orientation to more in-depth curriculum. In order to evaluate the level of effectiveness the training must undergo several attributes before implementation:

a) Meeting with managers to determining their needed talent skill sets

b) Designing instructional curriculum that meets industry standards

c) Performing motivational incentives within the training program for new and seasonal employees

d) Testing the program to assure attributes of content meets senior level management objectives and goals long-term.

Try and think of the attributes in creating the training program as well as an opportunity to listing key performance indicators in the program. For instance, the key performance (KPIs) can reflect several areas of concern; trainer (experienced, communicate effectively), curriculum content (the, employees, and length of completion (to making sure the employees receive certification and passes to return back on the department floor).

--The Effective Human Resource Department
Two key areas become a part of each person's organizational experience immediately upon hire - training/development and performance management. New employee orientation and the probationary period (typically the first 90-days of employment) are the employee's first exposure to two vital organizational programs. Depending on one's position, both training and evaluation can greatly affect performance and orientation into the organization's culture. However, both can be fraught with problems: training from the aspect of return on investment (ROI), and performance evaluations from the aspect of usefulness and relevance. In this section, you will seek ...

Solution Summary

The review into creating new training programs through the HR department for assisting the business organizational goals.

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