MCTadmin
MCTadmin
MCTadmin
MCTadmin
MCTadmin
While it is true that Workplace Politics are at play in every organization, it does not necessarily mean that there is discrimination in the workplace. Not all politics are bad and understanding how the interconnections between a team of people can lead to success for each team member as well as the company.
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. This two-day workshop is just the start that you need!
Learning objectives for participants include:
To begin, participants will discuss the organizational activities required to find, hire, and keep good people, and how those activities tie into an orientation process.
Next, participants will learn about the four pillars of commitment: clarity, competence, influence, and appreciation.
During this session, participants will explore how perceptions and appearances can affect orientation.
This session will discuss what kind of orientation is best for short term employees.
Next, participants will think about their own experiences with orientation. They will combine this with a list of common orientation mistakes to develop a framework for designing a successful program.
During this session, participants will discuss the top ten characteristics of a successful orientation process and how they can incorporate those items into their organization.
Next, participants will learn about the employer/employee commitment curve, and how to make the orientation process work with it.
During this session, participants will learn what world-class employers do to make their orientation program a success.
This session will give participants some ways to get buy-in from supervisors for the orientation program.
Participants will spend this session learning how Kolb’s learning styles apply to employee orientation and training.
This session will introduce participants to the principles of adult learning. Participants will also discuss how to incorporate these principles into orientation and training.
Next, participants will discuss what to consider when working with external providers during orientation.
In this session, participants will learn how to help people establish good relationships. They will also consider the value of a workplace buddy.
During this session, participants will discuss what should be included in employee handbooks.
To wrap up the day, participants will create a checklist of necessary items for their orientation. Then, they will work with a partner to brainstorm ways to improve their current orientation process.
