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ON THE JOB TRAINING: ORIENTATION AND TRAINING

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Introduction

Running head: ON THE JOB TRAINING: ORIENTATION AND TRAINING On the Job Training: Orientation and Training Program Allison Salame Galiano Axia College Online Supervision and Leadership MGT 337 Gladys Pearson Feb 26, 2006 On the Job Training: Orientation and Training Program Any company that has hired employees knows how important orientation and training can be. Without the proper training employees will always be one step behind. The proper training early on can save countless hours of error correcting and re-training. Explaining the company policies and expected work ethic early on can make the difference in a new hires attitude toward the job (Rue & Byars, 2004). I am the training supervisor of a large retail company. My responsibilities include training the new salesclerks effectively. I have designed an orientation and training program designed to orientate, train, and evaluate the new hire. This program is quick, lasting only 3 days, and effective, utilizing many different concepts in the process. By following the techniques laid out in the following model, new employees will feel comfortable and knowledgeable from their very first day on the sales floor. Supervisors will also feel comfortable, knowing that the new employee has been thoroughly trained and is ready to begin work. ...read more.

Middle

Either way at this point the trainee should be well prepared for the next step. The second day of the program is dedicated completely to training. During this phase the employee is taught how to use the register, pricing gun, intercom system, and any other device necessary to perform the job requirements. The first part of the training consists of the clerk learning the operation of the cash register. This takes place in our offices utilizing 'vestibule training'. The clerk uses the same equipment that is located on the selling floor (Rue & Byars, 2004). Supervisors are on hand to lend instruction and lead the training. Our system is completely computerized, with each sale being registered in the main office and warehouse. The register itself is seemingly simple enough to operate, and most employees do not require much time learning the unit. A hand held scanner is used to scan the labels and the information is fed to the system. The systems ease has cut down training time, and employee error. Once the clerk is comfortable using the system, we move on to the merchandise. We ask that each employee make themselves orientated with the layout of the store and the merchandise available. ...read more.

Conclusion

Having the proper training methods in place for each employee will lead to a well staffed company. With each clerk being trained using the same methods, a company can be assured that the level of service is equal throughout the corporation. Reinforcing the organizations objectives , explaining the operations, reviewing the rules and regulations, and even visiting the different departments can reduce job learning time, improve attendance, and lead to better performance (Rue & Byars, 2004). There is no better way to maximize the training process in any company than by evaluating the employees who have completed the program. Once a trainee has been sent off to their prospective jobs, keeping tabs on their progress is vital. Since switching from one training program to another we have seen a 50% increase in employee retention. Without follow-up we may have never known that our initial training program was ineffective and needed to be updated. Spending unnecessary time and money re-training employees can be avoided if the proper training programs are in place from the beginning. Putting a little more effort into the beginning can save a lot of time and money in the end. Reference Rue, L., & Byars, L.. (2004). Supervision Key Link to Productivity. 8th ed. New York: McGraw Hill. ?? ?? ?? ?? On the Job Training 1 ...read more.

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