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NEO-New Employee Orientation by J Eastern 030814

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Information about NEO-New Employee Orientation by J Eastern 030814
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Published on March 8, 2014

Author: jee607

Source: authorstream.com

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NEO-New Employee Orientation: NEO-New Employee Orientation Presented by Jada Eastern SLU Professional Studies Training and Development PSYK-476-G3 Agenda: Agenda Why NEO? Why NEO is important to an organization? Discuss NEO Design of ABECU NEO Training Program in relations to the ADDIE Model Discuss General Results and Recommendations of the current NEO Program Conclusion State ment NEO: NEO New Employee Orientation NEO Program is designed to introduce employees to an organization/business. Training is performed by Human Resource for one week. Employees are trained to complete forms/documents, discuss company policies, and learn basic credit union information. NEO: NEO WHY NEO? It is the first contact any individual have before starting a new position. It is the introduction and the starting point of a beginning to a new job or career and learning about the organization that you will be working for. Prepared a breakdown of ABECU’s NEO Program to discuss the five phases of the ADDIE model: analysis, design, development, implementation, and evaluation . Share the results of ABECU NEO Program to determine if improvements or changes are ne eded and make recommendations to those phases where I see fit. ADDIE Process: ADDIE Process NEO Analysis: NEO Analysis New Employee Orientation for ABECU is currently one week training Training occurs on-site with a HR the trainer. The new employees are trained on the basic information such as the history of the organization, the senior management tier, company policies, core values, mission statement, and what employee forms to complete for Human Resource. The current NEO Program needs to be more informative and include the following: training to introduce technology and current 3 rd party processing systems along with product knowledge training that pertains to the position the employee is hired to perform. Also provide on the job training with SMEs to help new employees to meet their new co workers or manager before their first day of work. NEO Design : NEO Design The current NEO training design was based on transfer of training in which the new employees learned only open skills such as running a teller transaction or learning how to perform member services in different scenarios. More time was spent on useless information that will not be used in their daily tasks to complete. The NEO training agenda needs to include both open and closed skills training that are transferable; not just general Credit Union skills and knowledge training. The new employees need to learn some of the skills and systems that would be used in their new positions. The NEO Training Program should move over to a more theory of identical elements approach in which the individuals are trained on processes and procedures identical to what will need to be performed on the job. Another theory that could be incorporated is cognitive theory of transfer in which the employees are given procedures and processes from their designated department to be trained on accessed through an on-line web training or provide on the job training sessions led by SME from each department. NEO Development: NEO Development No development phase within current NEO ABECU’s current NEO program does not provide a development program during the orientation process. I recommend a development plan for NEO participants after 60 to 90 days of employment. The development plan should be created by the employee’s manager and shared with Human Resource . The plan should include self-assessment, reality check, goal setting, action plan elements to move new employees to the next level. Also the employee can follow a protean career plan in which they are self directing their own careers. NEO Implementation : NEO Implementation The current NEO Program is developed by HR and it is a face to face instructor led training by an Human Resources Trainer. The training lasts one week then the new employees are sent to their designated branch or department to begin their new jobs. Training takes place in-house in a training room at the ABECU main branch location-The Lynch Branch. The room can hold up to 8-10 people with 8 laptops. The material is presented via a PowerPoint presentations along with Employee Handbooks. The training room is small and parking around the main branch is limited. The instructors from Human Resource are not experts on individual departments and their processes and procedures. I recommend on-the job training from SMEs or managers that could be added by extending NEO training. NEO Evaluate: NEO Evaluate The levels of evaluation for the current NEO Training lacks the needed levels of a training model. According to Kirkpatrick’s model there are five levels of training outcomes and they are reaction , learning and behavior and skill-based, results, return on investment(Noe,2013) The evaluation phase of ABECU’s NEO program is the new employees learning general Credit Union information and evaluating the Human Resources trainer. The trainees are not receiving the training material from their designated branch or department that would be useful and transferable into the workflow. No substantial results are measured and the employees skills and behaviors are not tested. Some of the material that the trainees receive needs to come directly from their new jobs, and it should consists of procedures and processes that are used daily by the department staff to help better serve the members. I also recommend pre and post tests for new employees after 90 days that would measure knowledge, learning and behavior issues, and what skills to further develop. NEO Conclusion: NEO Conclusion In conclusion, an NEO Training Program is very important part of an organization or business. In order to create a successful program please keep mind that all phases of the program must work to achieve that success. I did not find anything profound in the results of ABECU NEO Program, only the lack of a development process within the orientation process, but I made recommendations to this phase and the other 4 phases that may improve the program overall. Current NEO training lacks substance in regards to training on open and closed skills and does not cover relevant information in that could benefit the new employees in their new positions NEO-New Employee Orientation: NEO-New Employee Orientation Presented by Jada Eastern SLU Professional Studies Training and Development PSYK-476-G3

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