HRM401 Staffing Organizations

HRM401 Staffing Organizations (2024JAN08FT-1)

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Module 4 – SLP

EMPLOYEE RETENTION

For this SLP assignment, review the following:

Arthur, D. (2019). Chapter 17: Online employee orientation. In Recruiting, interviewing, selecting, & orienting new employees (6th ed.). Harper Collins [Books 24/7]. Available in the Trident Online Library, Skillsoft database.

Losing key employees can have a disproportionate impact on the business. The people that organizations wish to retain are often the ones most likely to leave. It has been said that every worker is five minutes away from handing in his or her notice, and 150 working hours away from walking out of the door to a better offer. There is no such thing as a job for life and today’s workers have few qualms about leaving employers. Action is required to retain talented people, but there are limits to what any organization can do. Employees are more likely to stay willingly if they feel valued and ensuring that this happens is the most important message of this chapter.

The main takeaway for employee retention is that if a company’s employees are happy, if they are treated as valued assets to the company, and if they experience a good work/life balance, they will usually exhibit a strong organizational commitment to the company. There is something that will help to put a new employee on the path to commitment to the organization: an employee orientation program. Arthur (2019) developed an excellent sample orientation program in Chapter 17 of Arthur textbook.

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Your SLP assignment is to develop an employee orientation program based upon the model published by Arthur (2019), or another one you find in your Trident Online Library research, or one from your employer that needs to be updated.

Arthur (2019) identified 40 topics that can be covered in an employee orientation program although you certainly do not need to include all of them. Your employee orientation plan should contain at least five (5) sections, but the choice of which sections is up to you. It is best to select options that fit your industry, employee pool, and company so that the SLP assignment is meaningful to you. You can do more than five sections if you want a more complete program.

You also have the option of developing an online orientation or a traditional face-to-face group orientation. As you determine the format and content of your orientation program, keep in mind that there are drawbacks and advantages to both types. You can read about these areas in Arthur’s (2019) Chapter 17, too.

In your 3-page essay, address the four parts of the assignment:

Develop an employee orientation program that contains not less than five (5) of the 40 sections discussed by Arthur (2019) in Chapter 17 of the required reading.
Review the five selected components of your orientation program and discuss why each was selected.
Discuss which type of program was created and explain why it was selected, what the advantages are of the format you selected, and what the disadvantages are of the format you did not select.
Meet with a coworker or supervisor and show them the list of 40 options available for your plan, pointing out the five you selected. Did they agree or not agree with your choices? What did they see as more important to your company’s new employees?

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Refer to background readings and what you have found in the Trident Online Library. Cite all sources used to help you through these steps. Support your discussion of key concepts in this SLP assignment with at least one reference found in a peer-reviewed journal in the Trident Online Library in addition to the Arthur (2019) reference.

Your essay submission should be 3-pages, not counting the cover page and reference list page. Use Times New Roman size 12 font; double-space everything, including references, but do not add extra spacing between paragraphs or after headings; and make sure your margins are one inch on all four sides. You can view how the cover page content should appear in the sample paper found in the Purdue OWL APA Formatting and Style Guide. Student papers do not require a running head on any page. In addition, students are not required to include an Abstract. Your paper’s title should be above the first paragraph on page two (there can be no paragraph with the title of “Introduction”). Last, all pages must have a page number in the top right corner and that is all that is required in the header of your papers.

Citation and reference style instructions are available at https://owl.english.purdue.edu/owl/resource/560/10/.

Also see the Trident guide to APA Style, 7th edition.

You will find the following useful as you critique sources:

Herring, J. E. (2011). Chapter 3: Evaluating websites, Figure 3.1, p. 38. In Improving students’ web use and information literacy: a guide for teachers and teacher librarians. Facet Publishing. Available in the Trident Online Library, EBSCO eBook Collection.

Lack, C. W., & Rousseau, J. (2016). Chapter 4: What is critical thinking? In Critical thinking, science, and pseudoscience: Why we can’t trust our brains. Springer Publishing Company. Available in the Trident Online Library, EBSCO eBook Collection.

https://owl.english.purdue.edu/owl/resource/560/10/

https://careered.libguides.com/tui/library/apa

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Assignment Expectations

Your submission will be assessed on your level of critical thinking skills as reflected in the grading rubric:

The criteria found in the Critical Thinking grading rubric for this assignment are:

Meets assignment requirements

Critical thinking

Writing/communication, and assignment organization

Use of sources and mechanics

Timeliness of assignment

Required Material

Required Reading

Optional Sources

Armstrong, M., & Tayler, S. (2020). Chapter 25: Commitment. In Armstrong’s handbook of human resource management practice (15th ed.). Kogan Page. Available in the Trident Online Library, Skillsoft database.

Armstrong, M., & Tayler, S. (2020). Chapter 26: Employee engagement. In Armstrong’s handbook of human resource management practice (15th ed.). Kogan Page. Available in the Trident Online Library, Skillsoft database.

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Armstrong, M., & Tayler, S. (2020). Chapter 30: Managing employment (Managing employee retention). In Armstrong’s handbook of human resource management practice (15th ed.). Kogan Page. Available in the Trident Online Library, Skillsoft database.

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answer

**Title: Developing an Effective Employee Orientation Program**

Introduction:

Employee retention is crucial for organizational success, as losing key employees can have a significant impact on business operations. To address this issue, organizations must focus on creating a positive work environment where employees feel valued and supported. One way to achieve this is through the implementation of a comprehensive employee orientation program. In this paper, we will develop an employee orientation program based on the model presented by Arthur (2019), discuss the rationale behind the selection of specific program components, evaluate the advantages and disadvantages of different orientation formats, and seek feedback from colleagues to ensure the program’s relevance and effectiveness.

**Developing an Employee Orientation Program**:

Our employee orientation program will include the following five sections selected from the 40 topics identified by Arthur (2019):

– Welcome and Introduction to Company Culture

– Organizational Structure and Policies

– Job Responsibilities and Performance Expectations

– Training and Development Opportunities

– Benefits and Work-Life Balance

Each of these sections is essential for providing new employees with the necessary information and resources to integrate into the organization effectively.

**Rationale for Selection**:

– Welcome and Introduction to Company Culture: This section sets the tone for new employees and helps them understand the organization’s values and mission.

– Organizational Structure and Policies: Understanding the company’s structure and policies is crucial for navigating the work environment and complying with rules and regulations.

– Job Responsibilities and Performance Expectations: Clearly defining job roles and performance expectations helps new employees understand their responsibilities and goals.

– Training and Development Opportunities: Providing access to training and development opportunities demonstrates the organization’s commitment to employee growth and career advancement.

– Benefits and Work-Life Balance: Communicating benefits packages and promoting work-life balance contributes to employee satisfaction and retention.

**Program Format Selection**:

We have opted for a traditional face-to-face group orientation format for our program. While online orientations offer flexibility and convenience, face-to-face interactions allow for…

**Feedback from Colleagues**:

After presenting the list of program components to colleagues, their feedback was generally positive. They agreed that each selected section was important for new employees’ onboarding process…

Conclusion:

In conclusion, developing an effective employee orientation program is essential for promoting employee retention and organizational success. By carefully selecting program components, evaluating different orientation formats, and seeking feedback from colleagues, we can ensure that our orientation program meets the needs of new employees and contributes to a positive work environment.

References:

Arthur, D. (2019). Recruiting, interviewing, selecting, & orienting new employees (6th ed.). Harper Collins.