New hires when come into my organization with

Title: Self Reflection

Instruction: Time New Roman, Font Size 12, double space, minimum 6 pages.

Present a clear claim based on experiences in your organization and provide evidence to support the need and demonstrate how it can be fixed or recommendation that fix the problem. All explain the process, techniques and/or tools use to come up with the solution. How you plan to sustain it. Paper should have an introduction, context, conclusion.

Background: New hires when come into my organization with no military background or prior experience do not get training in the systems. They just get assign to projects and learn the system as they go through their career. Also they supposed to get a mentor but a lot of the time does not work well because either the mentor does not have the time to teach and guide the new hire. It was the case for me where I did not have any mentors and had to learn things as I go through and adapt to the work culture. I took me a while until I understand I needed other set of skill in order for me to be competent such as self-learner, self-driven, ask the questions, learn from others but that is me not everybody has the same mindset. I learned the hard way and I do not wish other new hires go through the same experience as I did. So I am taking advantage of those experiences and lesson learned and improve those processes.

Issue/Consequences;

1. Lack of training (No way of measuring the individual knowledge)

2. Not providing one on one training

3. Lack of confidence in the individual

4. Individual can lose motivation which the organization may lose the individual/employee

5. Inconsistency in the organization

6. Learning curve is based on the individual but can take several years for the new hire to become productive based on his mindset and skill set.

7.

Purpose: Standardized a process for new hires when coming onboard in the organization. That will be done by developing a training plan were they get teach and tested of all system before going fully to a particular project. These course are being teach by the subject matter expert the organization have.

Benefits:

1. General Familiarization of all systems

2. Confidence in the individual

3. Low return investment on the individual/employee

4. Consistency across the organization

5. Measure the individual knowledge

Audience:

1. Primary – Line Management (Supervisors): Are the personnel to make sure policy get in place and new hires are getting trained by the training plan

2. Secondary – Subject Matter Experts: Are the ones providing the training

3. Third – New Hires: Are the ones being trained

So to identify the problem I used the tool called SMART process. Which stand for the following

S - Specific - what is the first step of goal identified? Identify the need, the audience and stakeholders.

M- Measurable- what is qualified/quantified measure of success? Test the new hires, make them take actual test of those system learned.

A - Action - what action do you need to take? Is the initial step

achievable? Yes it is, develop a training plan. The training plan will consist two parts; first part will be theory which will be accomplish by developing modules (Power point presentation) of each system -explaining everything sub-systems all the way to components and it’s functionality. Second, the practical, were you go and see the system and operate it in accordance with the procedures. The training plan will be for new hires with no background and/or familiarization of the system we support in our department.

R - realistic - how realistic is it that what you're saying you're going to

do can be done at this time? It is realistic and feasible, it has been spoken with my supervisor and they are onboard with the plan forward. It is all of executing it.

T - time - when are you to complete the first step of the goal? It is already completed, it is now in the development phase and trying to identify the subject matter experts of the plan forward on who should train the new hires. Making a strategy to maintain SME’s reliable to the trainee (new hires). The ideal will be test the training plan in one department to see how it work and learn from the lesson learned.

Another tool I will use during the whole development of the training plan will be the use of kotter’s change model

It consists of the following;

1. Establish a sense of urgency

2. Form a powerful coalition

3. Create a vision

4. Communicate the vision

5. Empower others to act on the vision

6. Plan for and create short-term wins

7. Consolidate improvement and produce more change

8. Institutionalize new approaches