Reference no: EM132963560

Case:

It has been three months since you started as the HR Generalist at ABC Meats. In this time, you have successfully convinced management to explore the purchase of an HRIS, which you know will provide significant assistance in your day-to-day duties. Additionally, you have developed job descriptions and job advertisements, and most recently, conducted your first job interviews of potential candidates for the position of Customer Service Representative. After assessing all interviewees against your standardized criteria, you have made your selection. Ms. Fontaine was a successful candidate and has accepted your job offer to begin next week.

As you have yet to conduct onboarding and training of a new employee, you consult with your HR Manager regarding next steps. During this conversation, your manager indicates there is no formalized onboarding or training in place. Rather, new hires are simply provided with paperwork to sign and then met by their supervisor, from whom they are to receive training.

You return to your office and begin thinking about the conversation with your manager. Without any formal onboarding and training in place, new hires are most likely not receiving all of the necessary information to make them successful in their jobs. This oversight would account for the higher turnover in staff you have witnessed in the short time you have worked there.

You decide to call your manager and discuss the issue further. During your conversation, you outline the importance of having standardized onboarding for all new hires to ensure everyone receives the same information. You highlight the same importance for training to ensure new hires understand exactly what is expected of them. Finally, you indicate that some form of evaluation would also be beneficial to ensure effectiveness. Your manager likes your ideas and asks that you report outlining the major issues as well as your recommendations. Furthermore, your manager indicates that onboarding and training of new hires had been previously mentioned as an organizational priority for 2020, but the department had been too busy with recruitment to properly address this.

Now, please read and refer to the Customer Service Representative job description, as provided by Workable.

1. Give a report to management. Your report should reference the case study as often as possible and must:
2. Identify and explain the strategic value of onboarding by outlining the key purposes it will serve. You must include and explain specific components of effective new hire onboarding, as well as select 5 key topics your team would like addressed in your employee orientation.
3. Provide justification for new hire training, explaining the necessary steps of an effective training program. Include 5 key responsibilities of the Customer Service Representative that you would specifically like addressed in your training and describe which training techniques you would apply.
4. Provide justification for evaluation of training, including recommendations regarding evaluation criteria.