Can you please assist with ideas and advice to help in how to start this for both employees on location and virtual employees?
The Effective Human Resource Department:
Two key areas become a part of each person's organizational experience immediately upon hire - training/development and performance management. New employee orientation and the probationary period (typically the first 90-days of employment) are the employee's first exposure to two vital organizational programs. Depending on one's position, both training and evaluation can greatly affect performance and orientation into the organization's culture. However, both can be fraught with problems: training from the aspect of return on investment (ROI), and performance evaluations from the aspect of usefulness and relevance. In this section, you will seek to find solutions to issues that arise in both of these areas.
New Employee Training Programs:
Most modern organizations have a fairly good blueprint for the recruitment and selection of their perspective employees; however, they lack an organized system of providing continuous training to upgrade skills of their workforce. Once an employee is hired the human resources department is generally responsible for ensuring that the employee receives all the training necessary to perform their work functions. New employee training programs include an orientation to the culture and organizational mission, vision and values. They also may include job specific training that is required for specific job functions.
Evaluate New Employee Training Programs to Recommend Improvements for an Employee Handbook:
You were recently appointed as Training Director of your organization and have been instructed to review and evaluate the new employee training program for both virtual employees and those on location. These updates will be included in a new employee handbook for your organization. How would you decide which type of training would best to address the needs of the organization and your employees? Select three (3) methods/models for the design of new employee training programs based on your review of the literature. Specifically, discuss how each method/model would address training needs, methods of assessment and choice of implementation strategies. Conclude by providing evaluation techniques you would implement in your program.
Evaluate the effectiveness of training to develop improvements for new employee training programs.