New Employee Orientation and
Employee Satisfaction
Cadwell,
C. M. (1988): New employee orientation. Los Altos, Calif: Crisp Publications
Cadwell in his 1988 publication focused on new employee
orientation. An organization needs to
get every employee working under same corporate vision as well as goals in to
become successful. In employee orientation, human resources office spends the
time to explain the organization’s corporate vision to the new hires, and
explains the way employees becomes part
of making the vision real. It helps new employees to feel part of the
organization's future. It as well helps organization’s human resources department
to preserve corporate culture as the new hires become part of the organization.
Employee Orientation is not just as human resource initiative, as many
businesses perceive, but is a unique moment to catapult organization’s new
employees to great performance orbit in pursuit of the business objectives.
Many world-Class organizations as well as companies comprehend the link
existing between the new employee orientation and the business execution.
Organizations, across the board, have an incredible opportunity that helps top
leverage the new employee orientation for purposes of driving better
competitive business. This program helps
new employees to focus on profitable growth, risk management and employer of
choice. Orientation program for new employees gets designed to help in
familiarizing new hires with ways the organization operates and people they
will work. In new employee orientation, the organization’s human capital
department has various critical tasks it tries to complete with the new
employees. Comprehensive recruiting as well as interview process sometimes
miscalculates intentions of every candidate. In the new employee orientation,
human resources get the time of learning if employees have second thoughts
about working with the organization. Usually, a candidate may feel that he is
the good match for the organization, and the organization feels the exact way
until an orientation starts. Being a new hire in an organization can become
stressful in any employment level. Conducting new employee orientation gets
undertaken by the organization’s human resources g to assist assimilate the new
employees in the organization and make new employees to feel welcome(Cadwell,
1988). Making new hires feel welcomed through answering their specific
questions, teaching them on completing organizational forms as well as
introducing them to their new co-workers assists in softening stress involved
in commencing the new job. The orientation involves thorough training on
organization policies, procedures, and the human resources office acts as a
liaison between the new hires to their appropriate departments.
Organizational Training vs.
Departmental Training
Talbot, J. R. (2011). Training in
organizations: A cost-benefit analysis. Farnham: Gower.
Talbot critically analyzed the importance of organization
training as the best compared to departmental training. He says the
organization’s core remains its human capital. Strengths and weakness in this
capital always reflect the overall performance .improving the organizational
human capital and the quality of its services remains contingent on
electiveness of training programs provided to employees. Organizations need to introduce regularly new
practices as well as instruments to become competitive as well as an elective
in performance. Organizational training is critical for any organizational
development as well as success (Talbot, 2011). It is beneficial to employers as
well as employees of any organization. Employees become highly efficient and
productive only if they get good training. For the healthy performance of the
organization, organizational training holds more water since the acquisition of
skill to the entire organization means building capacity to the whole
organization. Besides organizational training giving employees or managers
ability to walk the extra mile in other’s shoes and seeing the larger picture,
organizational -training helps to prevent employee stagnation and open learning
as well as professional development chances. It increases employees’ knowledge,
skills, know-how as well as work performance in the whole organization. These
intangibles are not the only rewards of organizational training as compared to
departmental training. Financial rewards
of organizational training are as well significant (Talbot, 2011). Through the
process of sharing basis of every team’s responsibility, organization training
reduces organization’s dependence syndrome of one expert or even silos.
Organizational training methodology provides required flexibility in the
managing of the workforce, help to make organization least vulnerable losses in
productivity caused by absent and departing of the employee or otherwise.
Organizational training enables all employees to learn innovative skills to
make themselves valuable to their organization. It also combats boredom always
associated with workers getting pigeon-holed in one particular function, duty
or responsibility. This approach helps to avoid and reduce turnover.
Organization training base on four primary grounds: the new employees are
joining an organization gets training. The training helps them to familiarize
with organizational, vision mission, rules, regulations as well as working
conditions. Secondly, the current employees get trained as a refresh to enhance
knowledge (Talbot, 2011). Three, if
updating, as well as amendments, happen in technology, training becomes
critical to coping with the changes. For example, the purchase of new
equipment, techniques in production and computer implant. All employees get
trained on the use of such new equipment as well as work methods. Training is also critical in promotion as
well as career growth. Training helps employees to get prepared and share
responsibilities of higher level responsibility.
References
Talbot, J. R. (2011).
Training in organizations: A cost-benefit analysis. Farnham: Gower.
Cadwell, C. M. (1988):
New employee orientation. Los Altos, Calif: Crisp Publications
Sherry Roberts is the author of this paper. A senior editor at MeldaResearch.Com in term paper help online if you need a similar paper you can place your order from Cheap Custom Research Papers Online.
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