Problem
I. What has been your experience with new employee orientations? Has new employee orientations been helpful part of the hiring process? What are some factors that need to be incorporated into an orientation and training program for staff?
II. Discuss some ways managers can assess whether training objectives are being met.
III. Discuss your thoughts on how organizations can meet the career development plans of its employees while also retaining staff?
IV. Recall a situation where you and your co-workers (or fellow students) were highly motivated and effective. What motivational theories help you account for this high level of Motivation and effectiveness?
V. Thinking about alternative job arrangements, would you like to job share your current position or a position you have held in the past? What would be some of the benefits? What would be some of the challenges?
Competency
By now, you have a good sense of how your hypothetical program will work. Now it is time to consider the kinds of jobs that will fit your organization. For this activity identify several of the key jobs that will make your program work. Once you identify the jobs, address these questions.
I. What will be the essential activities that the person holding the job will carry out?
II. If you are planning to hire a person for this job, consider the following questions.
i. What would be the primary qualifications that you would look for?
ii. How would you assess whether the job candidates possess these qualifications?
iii. What would be the key questions you would ask in an interview situation?
iv. What answers would you be seeking?
III. What will be the essential employee compensation and financial incentives and services that your small program will be able to offer, if any.
IV. Provide a breakdown of the salary and related expenses for at least one of your employees.