Overview
An effective human resource professional knows that managing employee performance is more than responding to problems, conducting performance reviews, or hiring staff. Performance management begins with an orientation to the organization and the job, and continues on a daily basis as employees are trained and coached.
A thoughtful new employee orientation program, coupled with an employee handbook (or website) that communicates workplace policies, can reduce turnover and those reductions save your organization money. Whether your company has two employees or a thousand employees, don’t leave employee retention to chance. Engage them from the moment they are hired; give them what they need to feel welcome, and let them impress you with what they bring to your company.
Learning Outcomes
After you complete this course, you will be able to:
- Understand how important an orientation program is to an organization.
- Identify the role of the human resource department in the orientation program.
- Know what companies can do to deliver their promise to new employees.
- Recognize how the commitment curve affects both new employees and their managers.
- Establish the importance of having an employee handbook for new and long-term employees.
- Determine the critical elements of effective employee training.
Course Outline
- 3.1: The Four Components
- 3.2: Clarity
- 3.3: Clarity Exercise
- 3.4: Competence
- 3.5: Influence
- 3.6: Appreciation
- 4.1: Why Perception is Important
- 4.2: Your Perceptions
- 6.1: Using Your Experience
- 6.2: Mistakes to Avoid
- 8.1: The Big Picture
- 8.2: Stages of the Curve
- 8.3: Applying the Curve
- 11.1: Preparing Effective Training
- 11.2: Addressing Learner Needs and Expectations
- 11.3: Learning and Training Styles
- 11.4: Building and Sustaining Interest
- 11.5: Methodology
- 11.6: Case Study
- 12.1: Principles of Adult Learning
- 12.2: Applying the Principles
- 14.1: Establishing Good Relationships
- 14.2: Buddy, Please Help Me Out...
