Over the last six months Knobbles has conducted training programs based on the specific changes in the company; Cheerier instructed and offered (to their employees) courses that would improve organizational performance and would also ensure that the employees become familiar with the new standards; Orientation on the usage and maintenance of new technology was done as well.
Feedback has been positive and encouraging up to this point. Two new employees – Lisa and Kane – had Joined the company and took part in a formal orientation which introduced them to everything that they needed to know.With the use of a “buddy system” they two newcomers were taught by the more experienced workers; the two were mainly Instructed about the routines and reoccurred In every position and were given hands-on work. There was, however, inadequate time to become familiar with everything. The two tried to talk to Cheerier, who told them to “not worry because they will catch up eventually”. In the end, Lisa took a permanent Job and only shifted when there was a lack in hands. Kane, on the other hand, found working in Knobbles difficult because he often found it hard to recall all the routines and procedures.
Areas to consoler: * The owners Brandon and Cheerier are the top management; Cheerier mainly takes the role of HER Director. Natural Knobbles is still a small company; there are little opportunities in promotion and distribution. * The initial training program is voluntary for existing employees but mandatory for newcomers. * The formal training program which Lisa and Kane took part in lasts for three months, with a different “buddy’ paired to them every month.
* After the formal training program, no other training and development opportunities were offered. * Peer evaluation is used in the performance management process.