group 10 bx2051 managing people_presentation_final
TRANSCRIPT
Orientation & Induction Roles
Orientation & Induction NWHR Review 2016
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The North West Regional Hospital (NWRH) Career opportunities Aboriginal and Torres Strait Islander communityAdministrationTechnicalOperationalScientific Trade staffWho are we?15 outreach areasAccommodates up to 180-bed inpatients Employ approximately 700 people
Our goalsEmploy and retain experienced staffProvide quality services to our patients
North West Regional Hospital
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Why we are here today?Discuss current problem - high staff turnover Review orientation and induction processesWhat to includeWho needs to be involved Legal obligationsDistinguish advantages of different approachesPropose recommendations for improvement
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InductionInduction Information:History on the organisationMission statementFuture plansVisual explanation of the hierarchy structure
Policies and Procedures:Dress codesSmoking regulations Reporting processes
Legislation:Health & SafetyEmergencyDiscriminationPrivacy practicesFair working conditions
Training:Emergency Response TrainingOH&S in the OfficeWorkplace Bullying & Harassment Prevention Hand Hygiene
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OrientationGuided Tour:Introductions to key membersIdentification of amenitiesSafety equipment Evacuation points
The benefitsClarity of job descriptionsDiscuss legislationIntroduce new employees to appropriate departmentsTour facilities Finality of any other employment documentation
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When they should they be doneInitial stage of employment for new employeesOngoing orientations for current employees Refresher for those who have been absent for long periods of timeRefresher for existing employees are introduced into a new roleThe main objective to performing these additional orientations is to ensure all employees are comfortable in their roles which in turn decreases employee turnover.
New Staff Return New Role
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Benefits to Staff
Organisational benefits:Increase productivity and safety Better communicationIncrease in retentionEmployee Benefits:Feel comfortable and welcomeKnow key stakeholdersKnow job expectations and correct procedures Can access necessary information Feel a sense of friendship.
Formal and comprehensive induction and orientation process provides numerous benefits:
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Proposal NWHR Review 2016
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Orientation & Induction RolesHR ManagerPolicy Documents & LinksComplete checklists eg: Payroll docs receivedOutline organisation structure.
Line ManagerAccess to buildings, databasesProvision for online trainingProvide work stationSpecific job requirements and dutiesHousekeeping, eg car parking, shift times, breaksArrange and attend meeting after one week, one month and 3 months.Introduce new employee to the teamIntroduce new employee to mentor/buddy.
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Induction ResourcesHandbookChecklistsOnline trainingLinks to company policies and procedures
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Orientation & Induction Roles cont.Safety OfficerProvide site specific safety briefIdentify safe working requirements including hazard identification and reporting process.
Mentor/BuddyModel and explain the specific details to carry out everyday tasks.Introduce new employee to important stakeholders in the execution of the role.Be the first point of contact for questions/clarification.
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Orientation & Induction Roles continuedCompany RepresentativesUnionSocial Club Sporting Teams
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Legal ObligationsAs an Queensland employer the North West Regional Hospital must comply with Queensland Government Employer Requirements including those stated in the Fair Work Act 2009.Workplace Health and Safety Training this is a mandatory requirement for all employees and must be completed in accordance with Work Health and Safety Act 2011 Antidiscrimination and Equal Employment Opportunity There is a legal obligation to protect all employees from discrimination in the work place.
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Rationale for Orientation & InductionThe changing nature of the work force means that employees are more likely to enter and exit a number of jobs and move between a number of employers through out their working lives.The financial cost to industry can be quite considerable consider, advertising, recruitment and training costs. There is also the question of retaining skills and knowledge within the company and safeguarding company integrity.New employees settle faster, and are more effective employees when a well planned induction is included.
Absence of an Effective Program Can Result In: Miscommunication Confusion Poor performance Lost business Dissatisfied employees
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Phase 1 - Onboarding
What is it?Precursor to start dateBetween offer and first day
BenefitsTransitionRelationships
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What does it contain?Company informationCorporate valuesTeam profilesLocal details
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Phase 2 - InductionBegins on the employees commencement dayFormal & Informal
InformalOne-on-oneSome HR involvementIn-houseSmaller organisations
FormalIn-houseGroups PresentationsNetworking Opportunities
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Inductions are:MandatoryOnlineInclude:SafetyFireCody of conduct
Specialised groupsVolunteersStudentsContractors
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Phase 3 - Orientation
SocialisationJob satisfactionCommitmentRetentionLoyaltySkills & Knowledge
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Japanese ApproachPhase 1 - Corporate Training CentrePhase 2 Divisional HeadquartersPhase 3 - Divisional HeadquartersPhase 4 Personal AssessmentPhase 5 Single Department
Retrieved from: http://www.slideshare.net/DivyaPachchigar/chapter1-effectivehumanresourcetraininganddevelopmentstrategy130802105958phpapp01 08.09.2016
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Recommendations Develop new employee packEstablish mentor programImplement three step process according to checklist Step 1 Onboarding Step 2 Formal induction Step 3 Six to twelve month orientation process
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ContactsKim KleinhansEmail: [email protected]: 4744 4441
Anne-Marie HillEmail: [email protected]: 4744 4442
Lee-Anne ChalkleyEmail: [email protected]: 4744 4443
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