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Training and Development Plan for New Employees
To familiarize new employees with the organization and, hence, ensure that they get off to a good start.
Overview of the Company -- Brief History, Mission, Vision, Objectives
Overview of Key Policies
Safety Training -- Emergency Procedures and General Responsibilities
Day 2 to Day 4
General Administrative Policies and Procedures
Review of the Tasks Specific to the Position
Review of Performance Expectations
Day 5 to Day 15
Job-Specific/Departmental Orientation
Peer Critique
Being an on-the-job training and development plan, the post fails to offer a complete and detailed checklist of key items -- effectively comprising the ability of the plan to achieve its desired objectives. A well-designed on-the-job training and development plan should include parameters for enhanced performance and identify key areas for intervention. The relevance of clear timelines cannot, also, be overstated. Essentially, having in place a well-designed training and development plan is the first step towards implementing a successful training and development program. The plan, therefore, should not be vague. This is particularly the case given that as Jackson, Schuler, and Werner (211, p. 308) point out, "training and development activities are most effective when the people who participate in them understand how they can benefit from the experience." This is an assertion collaborated by X who points out that having in place well-designed training and development opportunities is critical in attracting qualified applicants to the organization. The author of the post ought to incorporate clear timelines, avoid vagueness, and include additional training items.
Student #3
The plan might, in this case, encounter challenges during implementation due to lack of clear timelines. The topic also fits poorly with the checklist items. Given that the topic is, Train Employees and Supervisors on Better Workplace Behaviors, checklist items should go beyond the introduction of employees to the Employee Assistance Programs. The author of the post might want to broaden the checklist to include employee relations, diversity management, change management, etc.
References
Jackson, S., Schuler, R. & Werner, S. (2011). Managing Human Resources (11th ed.). Mason, OH: Cengage Learning.
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