Hey guys, I’ve just written a draft for an induction program, please can you guys take a look at it and give me some constructive feedback, especially if the draft sounds too much cut and paste to you or not authentic enough, please point out which part sounds like copy and paste to you! really appreciated that!
(Please type up your feedback)
The draft for the induction program I’ve written is as follows:-
INDUCTION PROGRAM FOR NEW MEMBERS OF STAFF
Introduction The importance of induction for new member of staff cannot be underestimated or undervalued in any organization or financial services companies. While there is an abundant materials and guidelines available on the Internet that any new employee can just go through online, the need for a structured induction and training program specific to the organization cannot be eliminated for new employees for the sake of convenient. In the absence of a structured training and induction program for new employees, the consequences for the organization can be far reaching.
Because of that, this induction programme has been developed to outline tools and the management techniques that can be used to manage the new members to get started effectively and quickly.
What happens if there is no well structured induction and training program?
1/. In the absence of proper induction, an employee fails to understand the business environment he is expected to operate into.
2/. He/she is not able to understand his roles and responsibilities.
3/. He/she fails to align himself with the mission, vision and values of the organization. He feels lost at the workplace.
4/. Loss of productivity result from not knowing what the proper procedure and policy of the organization.
5/. Poor performance resulting from unable to perform the work according the proper procedure and policy.
6/. Adoption of malpractices as the new employee is under pressure to perform a task but not knowing the organization specific procedure and policy, hence he/she relies on the others’ direction who may not know what is the proper work procedure for the specific role that the new employee is in.
7/. Higher attrition due to the new employees are not performing well as they fail to understand expectation from them, as well as they miss the code of conduct and lead to performance disruption. Hence, they are being dismissed quickly leading to high turnover of staff.
Objectives
The main objective of this induction programme is to assist new members of staff to quickly settle down and be part of the productive team in their respective departments. The aims for the induction program are as follows:-
1/. Educate an employee about the sector and industry.
2/. Make the employees aware about the company’s mission, vision, goals and values.
3/. Align the employees thought process towards the goal of the organization.
4/. Inform the employees about the existing rules and policies at the workplace so that they do not feel lost or be misled by others.
5/. Make an employee understand the code of conduct at the organization so that he understand what’s the acceptable behaviour in the organization and act accordingly.
The steps to design the induction programme are the followings:-
1/. Welcoming and Introducing new members of staff to those they shall be working with, main facilities and the other department within the organization.
2/. Explanation of Vision Mission and goals and objectives of the company including its history and work culture.
3/. Explanation of Corporate Governance: Board of Directors, Department Heads, Managers and Key administrators.
4/. Explanation Main policy documents of the Company: Personnel, Procurement,Financial and Service Chapters.
5/. Description of working environment and full motion of procedures, regulations and practices, code of conduct in areas of work specific for the employee.
6/. The type of role and responsibilities specific for the employees.
7/. The documents for stating the kind of obligations of the employees within the organization.
8/. The policies for reward and compensation for the employees specific for their role within the organization.
9/. The specific expectations from the employees, namely introduction of KPI (Key performance indicator).
10/. A day tour at the head office.
11/. A day tour in the field.
12/. A day tour at a branch office.
13/. Closure of the induction program.
The candidate for the induction program:-
All new members of staff who join the company to help them acquire the knowledge and skills and settle quickly so that they become productive from the outset.
Duration of the induction program:-
The induction programme shall run for one week but it could be shortened by more efficient management of the process by the HR head. Follow up report after the induction program: After (10) weeks of induction, it is essential to follow-up newly engaged employees to ensure that they have settled down and to check how well they are doing.If there are problems, it is better to identify this early enough so that necessary assistance can be provided.
Who is responsible for implementing the induction programme
The Head of HR (Human Resource) Department shall be responsible for the management of an efficient induction programme. To implement this he/she shall be assisted by the immediate supervisor (facilitator) of the new member of staff.
The execution plan of the induction program will be as follows:-
DAY ONE Day one – first half
1/. New team members report to head of Department
2/. Introduction to the immediate supervisor/facilitator
3/. Objectives and overview of the induction programme
4/. Introduction to members of the department in their offices will be working.
5/. Shared tea/lunch with the new members
Day one – second half
1/. Engaging with new member with question and answer.
2/. Encouragement to assist the new member fit into the team.
3/. Introduce the new member to those he will be working with and to rely on and provide appropriate advice to the new team how to be effective and efficient team member.
4/. Encourage the new member to open up and offer his insight to his/her upcoming position/role and how his/her potential that could be tapped for his/her role.
DAY TWO Day two – first half
1/. Presentation of the Vision, Mission and Goals and Objectives of the organization.
2/. Introduction of the Corporate hierarchy details.
3/. Explanation of Policy documents including staff scope of practice and organization’s policy and procedure.
4/. Introduction of the organization’s work culture, working environment and its history.
Day two – second half
1/. Explain what customer care is: explain who are the organization’s major customers and their expectations
2/. Explanation of code of conduct for the employees to the new members.
3/. Conduct workshop with the new members to working with immediate supervisor in his/her office go through entire work process.
4/. Introduce new members to the main values of the company and its working environment
5/. Consultation with the new members what are their concerns so that to minimize their “culture shock”.
6/. Enforce the value to the new members that they have to see the company as a system where being a team player is vital.
DAY THREE Day three – first half
1/. Arrange the new members to their specific working department/section and meet with the heads of the department for at least two hours to develop the basic understanding of the work flow for his specific section/department, also to develop an insight as to what their head of department/section do.
Day three – second half
1/. To enforce the new members’ understanding that what works to be carried out by their specific departments and the major players
2/. To enforce the new members’ understanding on what it means to be employed in the sector, the responsibilities, obligations and expectation (see Appendix 1).
DAY FOUR Day four – first half
1/. Introduction of heads of department to the new members
2/. Introduction of the Administration Manager to the new members.
3/. Introduction of the Finance Officer to the new members.
4/. Introduction of the Chief Internal Auditor to the new members.
5/. Introduction of the Estates Manager to the new members
Day four – second half
1/. Introduction of the Chief Security Officer to the new members.
2/. Introduction of the Legal Officer to the new members.
3/. Introduction of the Public Relation Manager to the new members.
4/. Introduction of the Managing Director to the new members.
5/. Introduction of the Office Manager to the new members.
DAY FIVE Day five- first half
1/. Debriefing session with head of department
2/. Assignment of simple duties to the new members such as assigning the new members to meet the customers or answer customer queries in person or over the phone.
Day five – second half
1/. Explanation of customers’ service charter to new members.
2/. Ensure the new members understand the role of top offices and chief operation officers
3/. Ensure the new members understand who are their specific facilitator and where and how to communicate with the Head of department
Appendix One:-
Important (general) guidelines for the roles and responsibilities of the employees as follows:-
1. Adhering to the work culture.
2. Maintaining code of conduct and dress code.
3. Being in a financial company, employees must keep the objectives of the company in mind and be ready to take up responsibility for tasks performed.
4. Customers should be dealt with the foremost priority.
5. The customers’ money is our(the organization) money and hence be dealt with in an ethical manner in a efficient and effective manner.
6. Customers are the main focus of a financial services company, maintaining good relations with them is utmost necessary.
7. New members need to keep in mind that, information of customers are subject to privacy and should not be leaked or misused for any personal benefit, or else legal action will be taken.
8. Employees are expected to be a trustworthy so it is helps to maintain organization/company’s credibility .
9. Appraisals will be given time to time depending on employee’s key performance levels and how much goodwill the employees have developed with the customers.
10. Employees are expected to study in details the products and services which you will be selling to the customers before hand .
11. Being new in this industry, employees are expected to refer the manual to acquaint themselves with the terms used in the financial market and what they mean and also refer the policy and procedures prepared by the company/organization to work and understand their roles and responsibilities for their specific department in a better way .
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Hey Dear Here S Attached Documents Shows What S Required In The Project And We C
/in Uncategorized /by developerHey Dear,
Here’s attached documents shows what’s required in the project and we chose Zara in Dubai as our organization in this project please as much you can try to relate in Dubai ,don’t mention a lot of international comapny try to add information as what is required in the project.
Thank You.
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Hey Guys I Ve Just Written A Draft For An Induction Program Please Can You Guys
/in Uncategorized /by developerHey guys, I’ve just written a draft for an induction program, please can you guys take a look at it and give me some constructive feedback, especially if the draft sounds too much cut and paste to you or not authentic enough, please point out which part sounds like copy and paste to you! really appreciated that!
(Please type up your feedback)
The draft for the induction program I’ve written is as follows:-
INDUCTION PROGRAM FOR NEW MEMBERS OF STAFF
Introduction The importance of induction for new member of staff cannot be underestimated or undervalued in any organization or financial services companies. While there is an abundant materials and guidelines available on the Internet that any new employee can just go through online, the need for a structured induction and training program specific to the organization cannot be eliminated for new employees for the sake of convenient. In the absence of a structured training and induction program for new employees, the consequences for the organization can be far reaching.
Because of that, this induction programme has been developed to outline tools and the management techniques that can be used to manage the new members to get started effectively and quickly.
What happens if there is no well structured induction and training program?
1/. In the absence of proper induction, an employee fails to understand the business environment he is expected to operate into.
2/. He/she is not able to understand his roles and responsibilities.
3/. He/she fails to align himself with the mission, vision and values of the organization. He feels lost at the workplace.
4/. Loss of productivity result from not knowing what the proper procedure and policy of the organization.
5/. Poor performance resulting from unable to perform the work according the proper procedure and policy.
6/. Adoption of malpractices as the new employee is under pressure to perform a task but not knowing the organization specific procedure and policy, hence he/she relies on the others’ direction who may not know what is the proper work procedure for the specific role that the new employee is in.
7/. Higher attrition due to the new employees are not performing well as they fail to understand expectation from them, as well as they miss the code of conduct and lead to performance disruption. Hence, they are being dismissed quickly leading to high turnover of staff.
Objectives
The main objective of this induction programme is to assist new members of staff to quickly settle down and be part of the productive team in their respective departments. The aims for the induction program are as follows:-
1/. Educate an employee about the sector and industry.
2/. Make the employees aware about the company’s mission, vision, goals and values.
3/. Align the employees thought process towards the goal of the organization.
4/. Inform the employees about the existing rules and policies at the workplace so that they do not feel lost or be misled by others.
5/. Make an employee understand the code of conduct at the organization so that he understand what’s the acceptable behaviour in the organization and act accordingly.
The steps to design the induction programme are the followings:-
1/. Welcoming and Introducing new members of staff to those they shall be working with, main facilities and the other department within the organization.
2/. Explanation of Vision Mission and goals and objectives of the company including its history and work culture.
3/. Explanation of Corporate Governance: Board of Directors, Department Heads, Managers and Key administrators.
4/. Explanation Main policy documents of the Company: Personnel, Procurement,Financial and Service Chapters.
5/. Description of working environment and full motion of procedures, regulations and practices, code of conduct in areas of work specific for the employee.
6/. The type of role and responsibilities specific for the employees.
7/. The documents for stating the kind of obligations of the employees within the organization.
8/. The policies for reward and compensation for the employees specific for their role within the organization.
9/. The specific expectations from the employees, namely introduction of KPI (Key performance indicator).
10/. A day tour at the head office.
11/. A day tour in the field.
12/. A day tour at a branch office.
13/. Closure of the induction program.
The candidate for the induction program:-
All new members of staff who join the company to help them acquire the knowledge and skills and settle quickly so that they become productive from the outset.
Duration of the induction program:-
The induction programme shall run for one week but it could be shortened by more efficient management of the process by the HR head. Follow up report after the induction program: After (10) weeks of induction, it is essential to follow-up newly engaged employees to ensure that they have settled down and to check how well they are doing.If there are problems, it is better to identify this early enough so that necessary assistance can be provided.
Who is responsible for implementing the induction programme
The Head of HR (Human Resource) Department shall be responsible for the management of an efficient induction programme. To implement this he/she shall be assisted by the immediate supervisor (facilitator) of the new member of staff.
The execution plan of the induction program will be as follows:-
DAY ONE Day one – first half
1/. New team members report to head of Department
2/. Introduction to the immediate supervisor/facilitator
3/. Objectives and overview of the induction programme
4/. Introduction to members of the department in their offices will be working.
5/. Shared tea/lunch with the new members
Day one – second half
1/. Engaging with new member with question and answer.
2/. Encouragement to assist the new member fit into the team.
3/. Introduce the new member to those he will be working with and to rely on and provide appropriate advice to the new team how to be effective and efficient team member.
4/. Encourage the new member to open up and offer his insight to his/her upcoming position/role and how his/her potential that could be tapped for his/her role.
DAY TWO Day two – first half
1/. Presentation of the Vision, Mission and Goals and Objectives of the organization.
2/. Introduction of the Corporate hierarchy details.
3/. Explanation of Policy documents including staff scope of practice and organization’s policy and procedure.
4/. Introduction of the organization’s work culture, working environment and its history.
Day two – second half
1/. Explain what customer care is: explain who are the organization’s major customers and their expectations
2/. Explanation of code of conduct for the employees to the new members.
3/. Conduct workshop with the new members to working with immediate supervisor in his/her office go through entire work process.
4/. Introduce new members to the main values of the company and its working environment
5/. Consultation with the new members what are their concerns so that to minimize their “culture shock”.
6/. Enforce the value to the new members that they have to see the company as a system where being a team player is vital.
DAY THREE Day three – first half
1/. Arrange the new members to their specific working department/section and meet with the heads of the department for at least two hours to develop the basic understanding of the work flow for his specific section/department, also to develop an insight as to what their head of department/section do.
Day three – second half
1/. To enforce the new members’ understanding that what works to be carried out by their specific departments and the major players
2/. To enforce the new members’ understanding on what it means to be employed in the sector, the responsibilities, obligations and expectation (see Appendix 1).
DAY FOUR Day four – first half
1/. Introduction of heads of department to the new members
2/. Introduction of the Administration Manager to the new members.
3/. Introduction of the Finance Officer to the new members.
4/. Introduction of the Chief Internal Auditor to the new members.
5/. Introduction of the Estates Manager to the new members
Day four – second half
1/. Introduction of the Chief Security Officer to the new members.
2/. Introduction of the Legal Officer to the new members.
3/. Introduction of the Public Relation Manager to the new members.
4/. Introduction of the Managing Director to the new members.
5/. Introduction of the Office Manager to the new members.
DAY FIVE Day five- first half
1/. Debriefing session with head of department
2/. Assignment of simple duties to the new members such as assigning the new members to meet the customers or answer customer queries in person or over the phone.
Day five – second half
1/. Explanation of customers’ service charter to new members.
2/. Ensure the new members understand the role of top offices and chief operation officers
3/. Ensure the new members understand who are their specific facilitator and where and how to communicate with the Head of department
Appendix One:-
Important (general) guidelines for the roles and responsibilities of the employees as follows:-
1. Adhering to the work culture.
2. Maintaining code of conduct and dress code.
3. Being in a financial company, employees must keep the objectives of the company in mind and be ready to take up responsibility for tasks performed.
4. Customers should be dealt with the foremost priority.
5. The customers’ money is our(the organization) money and hence be dealt with in an ethical manner in a efficient and effective manner.
6. Customers are the main focus of a financial services company, maintaining good relations with them is utmost necessary.
7. New members need to keep in mind that, information of customers are subject to privacy and should not be leaked or misused for any personal benefit, or else legal action will be taken.
8. Employees are expected to be a trustworthy so it is helps to maintain organization/company’s credibility .
9. Appraisals will be given time to time depending on employee’s key performance levels and how much goodwill the employees have developed with the customers.
10. Employees are expected to study in details the products and services which you will be selling to the customers before hand .
11. Being new in this industry, employees are expected to refer the manual to acquaint themselves with the terms used in the financial market and what they mean and also refer the policy and procedures prepared by the company/organization to work and understand their roles and responsibilities for their specific department in a better way .
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Hey Guys Can You Please Answer These Questions
/in Uncategorized /by developerHey guys! Can you please answer these questions? It may seem like alot because I must post the story first. But thank you soooo very much in advance!Road King TrucksIntroductionMichael Livingston has recently been hired as the CEO of Road King Trucks, Inc. Previously he had been the marketing manager for a large manufacturing company and had established a reputation for identifying new consumer trends. Road King Trucks Inc. is a California-based truck manufacturing company. The company is well known for manufacturing large, heavy-duty trucks at a reasonable cost. One of its greatest achievements is that its trucks can be easily modified or customized for different applications. Road King Trucks also builds school buses.The company is considering an expansion of its current product line to include transit buses. Mr. Livingston feels that due to high gasoline prices, commuters will be more willing to consider using mass transit instead of using their cars to commute to work.Company ProfileRoad King Trucks, Inc. was established by the Smith brothers in 1880 as the California Wagon Company. The firm started manufacturing horse-drawn wagons to serve the growing population in California. The brothers quickly realized that the times were changing, so they started looking for the technologies that would keep them at the forefront of their field of business. In 1915, the Smith brothers decided that they needed to make trucks as replacements for the wagons, because trucks were starting to serve the same uses as wagons, and the wagon industry was not going to be viable in the longer term.The company started making school buses in the early 1940’s. Most manufacturers had been commissioned by the government to produce different large vehicles to support World War II operations. Road King Trucks opted to produce buses. It was an easy decision to make, since the buses would use common parts with the company’s trucks, and the customers were local governments. Starting in the 1950’s, the school bus business accounted for about 50% of Road King Trucks’ revenues.The Transit Bus OpportunityMr. Livingston arranged a meeting with the firm’s top management, as well as the chief design and manufacturing engineers to propose his new product. He presented an argument that more individuals in the United States and Canada would be willing to use public transportation than before, because people were becoming more environmentally conscious. Also, recent increases in fuel costs seemed to be long lasting. This was an opportunity to get people hooked on transit buses, as he put it.The proposal under consideration was for the introduction of a large, public transport bus. To distinguish Road King Trucks from other manufacturers, the proposal included details about the level of comfort, air-conditioning, efficiency, and quietness of operation that needed to be developed. Mr. Phillips and Mr. Lopez, the two engineers, reacted enthusiastically and quickly pointed out that the bus could be based on the company’s trucks. The frame currently used for building the trucks could be modified to accommodate buses at a relatively low cost. The marketing vice president, Mr. Chen, pointed out that a marketing analysis could be done quickly, and at a reasonable cost. At this point, Mr. Livingston charged the participants in the meeting to produce a financial plan for the development and production of a transit bus.Public TransportationThe use of public transportation had declined steadily since the 1950’s. Most people were opting to use their personal vehicles for all of their transportation needs. Recently, however, most of the metropolitan areas in the United State and Canada, the target markets for the new bus, had become more and more congested; and parking, which was already very expensive, was becoming scarce. This combination of trends has renewed the public’s interest in good and reliable public transportation. Several municipalities have been campaigning to their residents and commuters that they should use public transportation for business commuting, and only use their cars for shopping and weekend activities. However, such campaigns need to be supported by making high quality public transportation available to the target riders.The DecisionThree weeks after the initial meeting, the vice presidents presented the sales and cost forecasts shown in the attached exhibits. The information presented contains the cost of production, financing information, and warranty cost estimates. The proposals also contained two engine options for the engines: The Detroit engine, and the Marcus engine. The Detroit engine was more expensive to install, but had a lower warranty cost. The Marcus engine was less expensive to install, but had a higher warranty cost. This begged the question: Which engine should be used?Issues and Analyses Mr. Livingston noticed that there was a great deal of enthusiasm among the management group about the transit bus opportunity, but his cautious nature told him to also seek a more objective viewpoint. Consequently, he sought out you to analyze the proposed project and provide your recommendations directly to him. The issues he wants you to address in your analysis and report are the following:1)
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Hey I Am Doing A Research Proposal To Investigate How Diabetes Impacts The Acade
/in Uncategorized /by developerhey, i am doing a research proposal to investigate how diabetes impacts the academic and personal life of early young adults in post secondary education. i need to develop some survey questions and find some good articles and summaries as well. thanks
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Hey Guys
/in Uncategorized /by developerHey Guys! So I was doing the recommended book problems for my Orgo 2 class, and one of the problems said that you can reduce NO2–>NH2 using HCl and Zn/Hg, which I understand, but then it had you go from NH2–>NO2 using CF3CO3H. I was just wondering if that was an actual thing/if the mechanism was covered somewhere/what the heck is going on? Any help is greatly appreciated, y’all are the best!
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Hey I Am Very Week In Writing Research Pepper Do You Have Any Material Which I C
/in Uncategorized /by developerHEY
I am very week in writing research pepper do you have any material which i can follow and write my research pepper in a well organized manner
my top is
change in audit profession due to SOX Act 2002
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Hey I Am Struggling With This Question For My Practice Can You Please Answer It
/in Uncategorized /by developerHey I am struggling with this question for my practice can you please answer it
” Suppose you find $20. If you choose to use the $20 to go to the football game, your opportunity cost of going to the game is”
Thanks
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Hey I Answer The Questions But On My Feedback From My Professor He Stated That I
/in Uncategorized /by developerHey I answer the questions but on my feedback from my professor. He stated that I should
Can I “universalize”—i.e., will (rationally endorse) as a universal law—my plan to borrow money without intending to repay it? Explain.
(A). It is morally permissible for anyone in desperate financial circumstances to make a lying promise, that is, to promise to repay borrowed money with no intention of doing so.
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Hey I Have An Assignment For Foundation And Data Analysis Where One Has To Choos
/in Uncategorized /by developerHey, I have an assignment for Foundation and data analysis where one has to choose any published report from a government preferably any Australian of any government organization (annual report) and then make a report followed with bar and pie charts, graphs, tables and visualize data. I have attached the file which you are required to read carefully and then do it, please.
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Hey I M Struggling With This Practice Question For An Upcoming Class 1
/in Uncategorized /by developerhey, I’m struggling with this practice question for an upcoming class
1. what is the equation you would use in excel to find the present value of the following cash flows assuming the required return was 10%/year and the long term perpetual growth rate in cash inflows post 69 months is 2%/year:
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