Effective Onboarding and Training for New Employees Explained

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University of Manitoba *

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0200

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Management

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Jun 11, 2024

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ONBOARDING TRAINING AND EVALUATION GROUP ASSIGNMENT Onboarding is a pivotal function in HR that serves multiple purposes, aligning with the overall strategic goals of the organization; ‘A process of integrating and acculturating new employees into the organisation providing them with the tools, resources, and knowledge to become successful and productive” (Schwind. Et al., 2019, 214). Onboarding is important for several reasons: • It helps new employees feel welcome, valued, and engaged with the organization and their team. • It reduces the time and cost of hiring, training, and retaining talent. • It improves the performance, productivity, and quality of work of new employees. • It aligns new employees with the company's mission, vision, values, and goals. • It fosters a positive employer brand and reputation. Some of the key components of effective new employee onboarding are: - Pre-boarding: This is the phase before a new employee's first day, where they receive important information and documents such as an employee handbook, benefits package, pay slip and computer configuration instructions. This makes preparation for the first day easier and reduces administrative tasks upon arrival. - Orientation: This is the phase where new employees are introduced to the organization’s history, culture, values, policies, and procedures. This will help them understand the organization’s identity and expectations and communicate with their colleagues and managers. - Training: This is the phase where the new employees learn the skills, knowledge, and equipment needed to perform their roles effectively. This helps them develop their competencies and confidence and receive feedback and support from their mentors and coaches.

- Integration: This is the phase where the new employees become fully engaged in their roles, teams, and projects. Which will ensure participation in the organization's objectives and outcomes and for them to feel a sense of belonging and purpose. Some of the key topics that our team would like addressed in our onboarding program for ABC Meats are: - The organization’s vision, mission, values, and goals: This will help us align our work with the organization’s direction and purpose, and inspire us to achieve our potential. - The company's products, services, and customers: This will help us understand the value proposition and impact of the organization, and how we can deliver quality and satisfaction to our customers. - The organizational culture and norms: This will help us adapt to the organization's environment and expectations, and learn how to communicate, collaborate, and celebrate with our colleagues. - The organization's benefits and perks: This will help us appreciate the organization’s investment and care for our well-being and learn how to access and utilize the resources and opportunities available to us. - The organization's feedback and recognition system: This will help us grow and improve our performance and learn how to give and receive constructive feedback and recognition. Question b: Justify new hire training, explaining the necessary steps of an effective training program. Include 5 key responsibilities of the Warehouse Order Selector that you would specifically like addressed in your training and describe which training techniques you would apply. Justifications for new hire training: New employee training is essential for ensuring that the employees have the necessary knowledge and skills to perform their jobs effectively and efficiently. Training can also improve employee engagement, retention, and productivity. Here

are some steps to develop an effective training program for warehouse order selectors: 1. Assess training needs: The first step is to identify the current performance level of the new hires and the desired performance level that they need to achieve. This can be done by conducting a job analysis, reviewing the job description, and consulting with the supervisors and experienced workers. The training needs assessment will help to determine the specific skills and knowledge gaps that the training program should address. 2. Set objectives: The next step is to define the learning outcomes that the training program should achieve. The objectives should be specific, measurable, achievable, realistic, and time-bound (SMART) and aligned with the business goals and the job requirements. The objectives will also help to evaluate the effectiveness of the training program later on. 3. Identify suitable training methods : The third step is to select the most appropriate training techniques and tools that will suit the learning styles and preferences of the new hires and the content of the training program. Some of the possible training methods for warehouse order selectors are: • Instruction-led training: This is a traditional method of training that involves a trainer delivering information and instructions to the trainees in a classroom setting or online. This method can be useful for providing theoretical knowledge, such as safety rules, warehouse policies, and order-picking procedures. • Hands-on training: This is a practical method of training that involves the trainees performing the actual tasks under the guidance and supervision of a trainer or a mentor. This method can be useful for developing skills, such as operating warehouse equipment, locating and selecting items, and packing and labelling orders. • Group training: This is a collaborative method of training that involves the trainees working together in teams or groups to complete tasks or projects. This method can be useful for enhancing teamwork, communication, and problem- solving skills among new hires. • Management-specific training: This is a specialized method of training that targets new hires who have managerial or supervisory roles in the warehouse. This method can be useful for developing leadership, decision-making, and conflict-resolution skills among new managers or supervisors.

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4. Develop effective training material: The fourth step is to create the training content and resources that will support the learning process and the training objectives. The training material should be clear, concise, relevant, and engaging. Some of the possible training materials for warehouse order selectors are: • Manuals and handbooks: These are written documents that provide detailed information and instructions on the job duties, responsibilities, and expectations of the warehouse order selectors. They can also include diagrams, charts, and images to illustrate the processes and procedures. • Videos and podcasts: These are audio-visual materials that demonstrate the best practices and techniques of order picking and other warehouse operations. They can also include interviews, testimonials, and stories from experienced workers or customers. • Quizzes and assessments: These are interactive materials that test the knowledge and skills of the new hires and provide feedback and reinforcement. They can also include scenarios, case studies, and simulations to mimic real-life situations and challenges in the warehouse. • Games and activities: These are fun and engaging materials that motivate and inspire the new hires to learn and apply the concepts and skills. They can also include competitions, rewards, and recognition to foster a positive and supportive learning environment. 5. Track and improve: The final step is to monitor and evaluate the effectiveness and impact of the training program on the new hires and the warehouse performance. This can be done by collecting and analysing data from various sources, such as feedback surveys, observation, interviews, and performance indicators. The evaluation results will help to identify the strengths and weaknesses of the training program and suggest areas for improvement and modification. Some of the key responsibilities of the warehouse order selectors that I would like to address in the training program are: • Reading customer orders accurately and ensuring that they match the inventory records and availability.

• Locating and selecting the specific warehouse items to fulfil the customer orders using the appropriate equipment and tools, such as forklifts, pallet jacks, and scanners. • Stacking, packing, and labelling the items correctly and securely for shipping and placing them in the designated dock slips or loading areas. • Performing quality checks and inspections of the orders and reporting any errors, damages, or discrepancies to the supervisor or manager. • Maintaining a clean, safe, and organized work environment and following the warehouse safety rules and regulations. Question C. Provide justification for evaluation of training, including recommendations regarding evaluation criteria . Evaluation ensures the effectiveness of the training, program. Recommended evaluation criteria include:  Cost-Benefit Analysis : Comparing the costs of training against the benefits reaped by improved performance  Skill Acquisition: Assessing if employees have gained the necessary skills.  Performance Improvement: Determining if there's a positive change in employee performance  Feedback from Employees and Managers: Soliciting opinions and observations on the training's impact.  Operational Metrics: Tracking metrics like error rates or productivity changes before and after training. . Regular evaluation ensures the effectiveness of the training program and provides insights for continuous improvement, contributing to the overall success of the Warehouse Order Selector team at ABC Meats. Reference: Schwin, H.F., Uggerslev, k., Wager, T.H., & Fassina, N. (2019). Canadian Human Resource Management (twelfth edition). McGraw-Hill Education

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