Human Resource Training Programs for New Employees
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.
