Recommandé
Recommandé
Contenu connexe
Tendances
Tendances (19)
En vedette
En vedette (17)
Similaire à Group 10 bx2051 managing people_presentation_final
Similaire à Group 10 bx2051 managing people_presentation_final (20)
Dernier
Dernier (11)
Group 10 bx2051 managing people_presentation_final
- 1. Orientation & Induction NWHR Review 2016
- 2. The North West Regional Hospital (NWRH) Career opportunities Aboriginal and Torres Strait Islander community Administration Technical Operational Scientific Trade staff Who are we? 15 outreach areas Accommodates up to 180-bed inpatients Employ approximately 700 people Our goals Employ and retain experienced staff Provide quality services to our patients
- 3. Why we are here today? Discuss current problem - high staff turnover Review orientation and induction processes What to include Who needs to be involved Legal obligations Distinguish advantages of different approaches Propose recommendations for improvement
- 4. Induction Induction Information: History on the organisation Mission statement Future plans Visual explanation of the hierarchy structure Policies and Procedures: Dress codes Smoking regulations Reporting processes Legislation: Health & Safety Emergency Discrimination Privacy practices Fair working conditions Training: Emergency Response Training OH&S in the Office Workplace Bullying & Harassment Prevention Hand Hygiene
- 5. Orientation Guided Tour: Introductions to key members Identification of amenities Safety equipment Evacuation points The benefits Clarity of job descriptions Discuss legislation Introduce new employees to appropriate departments Tour facilities Finality of any other employment documentation
- 6. When they should they be done Initial stage of employment for new employees Ongoing orientations for current employees Refresher for those who have been absent for long periods of time Refresher for existing employees are introduced into a new role The 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
- 7. Benefits to Staff Organisational benefits: Increase productivity and safety Better communication Increase in retention Employee Benefits: Feel comfortable and welcome Know key stakeholders Know job expectations and correct procedures Can access necessary information Feel a sense of friendship. Formal and comprehensive induction and orientation process provides numerous benefits:
- 9. Orientation & Induction Roles HR Manager Policy Documents & Links Complete checklists eg: Payroll docs received Outline organisation structure. Line Manager Access to buildings, databases Provision for online training Provide work station Specific job requirements and duties Housekeeping, eg car parking, shift times, breaks Arrange and attend meeting after one week, one month and 3 months. Introduce new employee to the team Introduce new employee to mentor/buddy.
- 10. Induction Resources Handbook Checklists Online training Links to company policies and procedures
- 11. Orientation & Induction Roles cont. Safety Officer Provide site specific safety brief Identify safe working requirements including hazard identification and reporting process. Mentor/Buddy Model 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.
- 12. Orientation & Induction Roles continued Company Representatives Union Social Club Sporting Teams
- 13. Legal Obligations As 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.
- 14. Rationale for Orientation & Induction The 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
- 15. Phase 1 - Onboarding What is it? Precursor to start date Between offer and first day Benefits Transition Relationships
- 16. What does it contain? Company information Corporate values Team profiles Local details
- 17. Phase 2 - Induction Begins on the employee’s commencement day Formal & Informal Informal One-on-one Some HR involvement In-house Smaller organisations Formal In-house Groups Presentations Networking Opportunities
- 19. Inductions are: Mandatory Online Include: Safety Fire Cody of conduct Specialised groups Volunteers Students Contractors
- 21. Phase 3 - Orientation Socialisation Job satisfaction Commitment Retention Loyalty Skills & Knowledge
- 22. Japanese Approach Phase 1 - Corporate Training Centre Phase 2 – Divisional Headquarters Phase 3 - Divisional Headquarters Phase 4 – Personal Assessment Phase 5 – Single Department Retrieved from: http://www.slideshare.net/DivyaPachchigar/chapter1- effectivehumanresourcetraininganddevelopmentstrategy130802105958phpapp01 08.09.2016
- 23. Recommendations Develop new employee pack Establish mentor program Implement three step process according to checklist Step 1 – Onboarding Step 2 – Formal induction Step 3 – Six to twelve month orientation process
- 24. Contacts Kim Kleinhans Email: kim@jcu.com.au Phone: 4744 4441 Anne-Marie Hill Email: annemarie@jcu.com.au Phone: 4744 4442 Lee-Anne Chalkley Email: lee-anne@jcu.com.au Phone: 4744 4443