Education and Development Plan
... to ensure the safety of existing employees and new hires, quality of the products, and efficient processes. New hires in particular, will present challenges in all of the aforementioned areas as the company inevitably struggles with growth. Departmental specific training for new hires will be the responsibility of that department. An assessment of individual departments revealed that all new employees should receive the following training as the minimum requirement regardless of their job function. 1. General safety training a. Traffic and personnel flow b. Security measures at the facility 2. Building and grounds layout 3. An overview of the organizational structure and responsibilities. 4. General Documentation practices and procedures if applicable. In addition, each department manager is responsible for identifying a training matrix that details the needed training for each job function within the department. This training matrix will outline such items as any procedural, safety, and on the job training requirements specific to the area and job. The matrix will outline expected time frames for completion of general as well as on the job training. Successful completion of this matrix will be part of the performance review process. It will be the responsibility of the department management to ensure the logistics surrounding the training. For instance, as Manufacturing is anticipating the largest increase in headcount, there may be a need to hire a departmental trainer responsible for ensuring that training is completed and documented for each individual. It is also recognized that Manufacturing’s training needs will be quite considerable as compared to a department such as Finance and Accounting. A comprehensive training program for manufacturing will include specific safety training based on the job of the employee or are of work. It should also include requirements for process knowledge and operation of machinery dependent on the job function. Evaluation of the training will also be departmental specific as the need and requirements for training are quite different. In general, the job specific training matrices should be an integral part of the performance review. Linking to the performance process will ensure adequate feedback to employees and allow them to address weaknesses and focus on their strengths. Certain levels of training demonstration of job knowledge should be required for promotion. Again, because the diversity of the training requirements, each department heads will be responsible for detailing the requirements for demonstration of job knowledge. Some departments may choose this documentation to be in the form of written tests while others may need to show sufficient understanding through performance of the task. For example, Manufacturing may decide to follow the following rationale for training to become qualified to perform a specific function or portion of the process: 1. Observe qualified technicians perform the task. 2. Perform the task with assistance and direct supervision. 3. Perform the task with supervision, but without intervention or assistance. TRAINING FOR SUPERVISORS AND DIRECTORS SMC will be increasing its staff to meet the increased output needs. The current supervisors were all promoted due to seniority. In addition to output being increased by 100% the entire staff of supervisors is new, either newly promoted or new to the company and the directors are all newly promoted to their positions as well. In order to keep the organization moving forward with a positive momentum a training program will need to be implemented at all levels. Moving to a supervisor or a director is going to bring added challenges and responsibilities that may be new to all. Managers, directors, supervisors need training as well to meet all the new demands that will be brought upon them. A majority of the training will be implemented with the new associates hired into the organization. The new roles of the supervisors and directors will include leading the associates, being a communicator of the organization goals, being a teacher, being a learner and also at times being a career consultant. It is important at every level to assess the training that will be implemented for that level. The Human Resource Manager will need to evaluate the goals of SMC and determine the training that will be required for the supervisors and directors as well. Newly promoted supervisors will need to learn the functions of a manager. They will need to plan, direct, control and organize the work. They may be used to doing the work and now must switch gears and learn how to plan and communicate that plan, direct those who work with them...