This slide show complements the learner guide NCV 3 Business Practice Hands-On Training by Nickey Cilliers, published by Future Managers Pty Ltd. For more information visit our website
This slide show complements the learner guide NCV 3 Business Practice Hands-On Training by Nickey Cilliers, published by Future Managers Pty Ltd. For more information visit our website www.futuremanagers.net
There are also some tips or actions that may not be part of official induction plans, but are very important to make a new employee feel at home:
Show the location of food, drink and bathrooms as a top priority.
Tell existing employees about the new person, and encourage them to stop by and say hello.
Provide an organisation chart and office seating plan, to help make sense of the blur of people, names and departments.
Have all security and passes ready and waiting.
Advance book next 6 months for review, team and other regular meetings.
Have a trusted team member explain the unwritten rules and subtleties of office politics.
Explain how to conduct common administrative tasks (changing a phone number, obtaining a business card, ordering stationary).
Explain what key information systems exist (such as the intranet).
Show how to get around the building (security, floor plans).
Induction plan for an administration clerk 9:00 General welcome 9:15 Meeting with staff and company tour 10:30 Break 11:45 Shown their desk and allowed to explore 12:30 Lunch 1:00 Shown filing system 1:30 Shown computerised system 2:15 Overview of the software they will use 2:45 Break 3:00 Meeting with manager on daily duties and questions answered 3:30 Completion of personnel records 4:00 Back to desk to explore and begin work under supervision
Counselling is a form of mentoring, usually for a person who is suffering from a problem with self-esteem, confidence, the wrong attitude; or where a person might be experiencing problems such as anxiety, depression and stress – for work-related or personal reasons. Some levels of personal counselling should be handled by qualified persons such as registered psychologists and psychiatrists.
Development refers to the conscious planning of an employee’s future.
Every employee needs to sit down with his/her immediate supervisor and a representative from the HR department and plan training interventions which will enable the employee to become a more competent and productive worker as well as develop the career of the individual.
Development is not focused on only the individual but also on the entire workforce and its needs
To be successful, development and the influencing of an employee’s attitude, must follow the stages listed below:
Identify desirable attitudes which are expected to lead to improvement.
Assess to which level the individual is already complying with the desirable attitude.
Convince the individual about the value of the desired attitude.
The individual will accept the new attitude, return to work and behave consistently (the same) with the goals of the enterprise.
In groups of 5 create a small company. Concentrate on a small business with no more than 10 employees.
DO THE FOLLOWING:
Briefly describe the activities of the company.
Decide on a position which needs to be filled with a new employee.
Create an induction/orientation plan for the new employee.
Plan the workstation of the new employee.
Assign roles to the group – one person should be the new employee, one person should be the immediate supervisor to greet him/her on the first day, one person should be the owner of the company, two persons will be his/her colleagues. Role-play the first day of the new employee.