employee retention
By:
4/12/2016
1. Introduction
This study is to analyze and evaluate how the first three to six months of a new employee's training impacts the longevity of their career at that company, this case, the researcher evaluates Company ABC. Granted, the length of training will vary from business to business; however, it is the basic concept of the importance of proper training is to the career of a new employee at any company. Company KUFPEC, located in the Midwest, is a residential builder and is a FORTUNE 500 company with operations in over 50 markets and 25 states. In 2005, the company delivered over 450,000 homes in the United States and generated consolidated revenues of$14.7 billion.
In 2005, Company KUFPEC …show more content…
It is a way to break the ice, meet new people from different departments and show a spirit of camaraderie. To begin, the new employees train with their mentor or whoever their mentor assigns for that day/week. After some time (no specific time given) the mentor along with the general manager will evaluate the employees on their progress to see if they are able to perform on their own. If they are, they are assigned their job; if they are not, they continue with their mentor and hone in on where they need assistance.
There is a certain schedule of classes that all employees need to complete that are offered two times per month. It is up to the employees to sign up for the class, attend, and get their certificate of completion to move on to the next …show more content…
(1997). Improving on-the-job training and coaching. Alexandria, VA: American Society for Training and Development.
McLarney, William J. (1964). Management training: Cases and principles. Homewood, IL: Richard D. Irwin, Inc. Prentice Hall Editorial Staff. (1993). The Prentice Hall small business survival guide: A blueprint for success. Englewood Cliffs, N.J.: Prentice Hall.
Shepherd, C. (1999). Assessing the ROI of training. Fastrak Consuling Ltd. Viewed November 15, 2006. http://www.fastrakconsulting.co.ukltactixiFeatures/tngroi/tngroi.htm
Wheeler. K. (2002). Creative on-boarding: Building productivity and promoting retention. Global Learning Resources. Inc. Reviewed January 2008.
Appendix : Interview Questions
I) What are your thoughts on the current orientation and training program?
2) Do you think orientation and training directly affect the turnover rate 1 How so?
3) What is the turnover rate and why do you think it's at that number?
4) What is the best format on which to train? How has Company KUFPEC embraced that?
5) Where do you see a need for improvement in the current training programs?
6) Is the orientation and training programs the same for each department?
By:
4/12/2016
1. Introduction
This study is to analyze and evaluate how the first three to six months of a new employee's training impacts the longevity of their career at that company, this case, the researcher evaluates Company ABC. Granted, the length of training will vary from business to business; however, it is the basic concept of the importance of proper training is to the career of a new employee at any company. Company KUFPEC, located in the Midwest, is a residential builder and is a FORTUNE 500 company with operations in over 50 markets and 25 states. In 2005, the company delivered over 450,000 homes in the United States and generated consolidated revenues of$14.7 billion.
In 2005, Company KUFPEC …show more content…
It is a way to break the ice, meet new people from different departments and show a spirit of camaraderie. To begin, the new employees train with their mentor or whoever their mentor assigns for that day/week. After some time (no specific time given) the mentor along with the general manager will evaluate the employees on their progress to see if they are able to perform on their own. If they are, they are assigned their job; if they are not, they continue with their mentor and hone in on where they need assistance.
There is a certain schedule of classes that all employees need to complete that are offered two times per month. It is up to the employees to sign up for the class, attend, and get their certificate of completion to move on to the next …show more content…
(1997). Improving on-the-job training and coaching. Alexandria, VA: American Society for Training and Development.
McLarney, William J. (1964). Management training: Cases and principles. Homewood, IL: Richard D. Irwin, Inc. Prentice Hall Editorial Staff. (1993). The Prentice Hall small business survival guide: A blueprint for success. Englewood Cliffs, N.J.: Prentice Hall.
Shepherd, C. (1999). Assessing the ROI of training. Fastrak Consuling Ltd. Viewed November 15, 2006. http://www.fastrakconsulting.co.ukltactixiFeatures/tngroi/tngroi.htm
Wheeler. K. (2002). Creative on-boarding: Building productivity and promoting retention. Global Learning Resources. Inc. Reviewed January 2008.
Appendix : Interview Questions
I) What are your thoughts on the current orientation and training program?
2) Do you think orientation and training directly affect the turnover rate 1 How so?
3) What is the turnover rate and why do you think it's at that number?
4) What is the best format on which to train? How has Company KUFPEC embraced that?
5) Where do you see a need for improvement in the current training programs?
6) Is the orientation and training programs the same for each department?