Land Surveying crews - training promotions - Employee Essay Example

As the Field Supervisor of the companies land surveying crews I have arranged for training for all of our surveying crews.  The training will be three days long and will be a paid training session held at the banquet room of our main office.  A total 6 surveying crews (74 employees) will attend the training.  Some of the aspects we wish to emphasize are orientation, on the job training, job rotation activities, promotion opportunities. Our employees need achievable objectives.   Motivation is key to a well run organization and it is said that” master motivators take time to make sure their employees understand exactly what is expected of them.

They also make sure that, through orientation and training, each employee knows how to perform all the aspects of the job, and that each worker has the right tools to do the job well” (Cottringer & Kirby, 2005).  Our employee satisfaction scale is based on  research completed by Gallup Research which says “ employees are “engaged” (in their positions) when: They know what is expected of them;  They have the right materials and equipment to do their work correctly; They have the opportunity to do what they do best every day; In the past seven days, they have received recognition or praise for doing good work; Their supervisor, or someone at work, seems to care about them as a person;  There is someone at work who encourages their development; their opinions seem to count; The mission of the company makes them feel like their work is important;  Their co-workers are committed to doing quality work; They have a best friend at work–someone to unconditionally rely upon; In the past six months, they have talked with someone about their progress; and They have opportunities to learn and grow”(Kimball & Nink, 2006).  Our company has incorporated all of these points into our training program.
Orientation will emphasize the key elements of our company.  “Typically, employee orientation programs focus too much on the specifics of policies, rules, and benefit-related topics and too little on equally important topics such as learning the organization’s values and individual job skills”(http://www.cesd.wvu.edu/workforce_dev_workplace_or.htm).  Our orientation will consist of a review of rules and policies but will actually emphasize the individual job skills our employees are in desperate need of. In addition our three day orientation for our surveying crews will review policies clearly stated in our new employee handbook such as benefits, sexual harassment, and employee conduct.

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Our company has withheld a great reputation throughout the years and as the On the job training is an essential part of our company’s philosophy. “Training is much more complicated than simply telling or showing someone how to perform a task. Training is an attempt to transfer skills and knowledge to trainees in such a way that the trainees accept and use those skills in the performance of their jobs”(Scannell & Donaldson, 2000, p. 15).

head field supervisor I wish to build on our already solid foundation.  The training that is planned is intense and work heavy.  Employees will watch presentation, participate in role plays, and make presentations, study new systems, show complete understanding of these systems, and finally employees will show their learned skills through a written test.    The test will determine who will be eligible for a supervisor course.  All employees are eligible to take advantage of the education opportunities our company provides and pays for.  In case employees are not away of our reimbursement policy we will reiterate this during the training.  Team work is a trendy concept that is very important in company.

“Team building is the cooperative process that individuals in groups use to solve physical and mental challenges.  While using this process and solving the challenges, group members learn how to share ideas, praise and encourage one another, and support one another physically and emotionally”(Glover and Midura, p. 7).

Team building is an essential part of our company’s success and we will have a three hour team building session scheduled into the training.  Our overall training will not only consist of these three structured days but will continue afterwards with each field crew.

Job rotation is another important concept in our company.  Although it is not necessary to have the knowledge and skills to complete a job in another section of the company it is vital that each employee understands the jobs that are done within the company.

“Job rotation, sometimes called cross training, is one of the many forms of on-the-job training and a formal effort at executive development Job rotation can be defined as lateral transfer of employees among a number of different positions and tasks within jobs where each requires different skills and responsibilities. Individuals learn several different skills and perform each task for a specified time period. Rotating job tasks helps worker understand the different steps that go into creating a product and/or service delivery, how their own effort affects the quality and efficiency of production and customer service, and how each member of the team contributes to the process. Hence, job rotation permits individuals to gain experience in various phases of the business and, thus, broaden their perspective” (Hung, 1999, p. 75).

Broadening employees perspectives in part of our philosophy and will be always be incorporated in our training programs.  It is also essential for employees to be gracious with each other and rely on one another’s knowledge and expertise.  If they do not understand the tasks that other employees complete on a daily basis then there is room for arguments, disagreements, and complaints.  We will minimize this by educating all staff in all areas of field surveying operation.

As a company we have high standards and need to keep up to par with the competitors.  We will facilitate this objective by; offering staff a highly intensive training course to become fully knowledgeable with our techniques; providing staff the opportunity to experience real life situations and receive support; staff also need to be fully equipped and ready to use our new computer for resource information, all staff will be given an email account at this time to check updates, promotion, and education opportunities that are available to them..

The course will be run on a very tight schedule as there is a lot of material to cover in a very short time.  The first day of training will consist of an introduction to the training course.  Each employee will receive a copy of the itinerary as well as the mission statement.  Of course we will begin with a welcome and review the mission statement. The next step will be to take a tour of our warehouse.  It is necessary each employee is aware of our equipment and have a fully functioning knowledge of where each device is stored.  The tour will begin as a virtual tour as manufactures introduce and review the components of the equipment.   The virtual tour has been done very well and the employees should find it quite enjoyable.  After the virtual tour there is a written exam to help us understand our employees’ knowledge or our equipment.  We will continue to a warehouse tour so each staff member becomes aware and understands what happens back at the barn so to say.  This is an important step as the company moves forward we need to remember that we are a team.

We will continue our training by having the staff watch our brand new Field Surveying Techniques Video.  During the video presentation staff will be instructed to take detailed notes as practical and written exams will follow the video.  Facilitation of new equipment usage will be our next step.  We will split the surveying crews into twelve separate groups and equipment specialists will guide them  as they learn to use the new equipment.

After a one hour banquet style lunch we will  move right along to the Staff Manual.  The staff read the first 15 pages of the NEW STAFF MANUAL, which was personally completed by yours truly just last week.  This manual incorporates all the company’s thoughts and philosophies.  It also incorporates the new computer system and covers scenarios for every possible field surveying situation documented in the company over the last ten years. We will then role play some detailed scenarios.   After this we all staff will participate in a course to renew first aid and CPR certifications.  After the first aid course employees will review our standards for benefits, codes of conduct, and policies.  Last but now least we will have a “quiz” to review the day’s training session.  This will ensure each employee retains the information.

The second day of training will by far be the longest and most tedious work day.  We will begin by introducing the new computer system via power point presentation.  Staff will then work in small groups and go through the computer system tutorial to make sure they fully understand the program.  Understanding this program is essential for the learning the next step which is to understand the computerized surveying equipment.  After working together staff takes a written test to test their knowledge and understanding of the system.  If they receive an 85% or above they receive will be released from class early for an extended lunch break.  If the staff scores lower than 85% then they will continue the second part of the tutorial before being released for lunch.

After lunch staff is put into assigned groups to review the new equipment. It has been my experience that allowing staff to choose their own groups prolongs the process and causes confusion and horse play.  Each group will have 45 minutes today to prepare a detailed presentation of the piece of equipment assigned to the training class.  The presentation will include a work role play situation.  The situation must include a potential problem and must somehow incorporate the new computer system in rectifying the problem.  Staff will be referred to the handbook to help with this presentation.  Each group will begin their 10 minute presentation.  To encourage staff to pay attention during the presentations of their peers they will be randomly called on to share their views, ideas, or concerns about the presentation.  Once each group has completed their presentation

A tour of the staff handbook tour will start off day three.  During this tour employees will read and understand the responsibilities of each and every department that works in coordination with the surveying crews.  After each description is clearly understood there will be a tour of each and every department.  Upon return to the banquet room our Executive Director will present the employees with information and educational requirements for promotion opportunities.  This is a company which has a lot of room for growth and employees need to be aware and take advantage of this. “When the right employees are matched to the right job, productivity and employee happiness increase.” (Cottringer & Kirby, 2005). After this employees will have an hour long question and answer session with the executive director. “Good motivation is a difficult balancing act between emphasizing consistency for the good of the facility and listening to and acting on the unique concerns of individual employees. Basic human nature involves the opposing needs of wanting to be respected for our individuality and at the same time wanting to be treated fairly and equally, just like everyone else. Communicating effectively helps everyone feel that both of these concerns are being addressed”(Cottringer & Kirby, 2005).  There will also be a suggestion box in the back of the room for points employees may not want to bring up in front of others.  All employees will be informed at this time that beginning the following week all employees will meet with their supervisors for written evaluations.  At this time the employee may confidentially give input and feedback about their employment and other employees.
Staff will be instructed  that after lunch they are to meet at the fountain at the park across the street for the rest of the day’s activities. “Knowing how to motivate employees is an important part of any manager’s toolbox. Managers who master the art of lighting their employees’ fires create a productive environment that is a positive force for the company” (Cottringer & Kirby, 2005).  A little fun on the job is a necessary component to being happy employees.
After lunch five hired team building facilitators will guide the staff through a three hours teambuilding workshop.  They will begin with 45 minutes of large group activities before being split into groups of 15 for a more personal interaction with one another.   Team building is meant to emphasize the importance of working together as well as be fun activity for the staff to enjoy.  Finally we will end with a surprise PIZZA PARTY at the park to thank staff as well as boost morale after an intense training session.  Recently it was brought to our attention that “Executives, managers, employers and others who have people working for them should reassess, review, and reevaluate their rewards and recognition schemes, if they have such programs in their companies. If they do not have any rewards and recognition program in their companies, it is time to consider launching one. It is time we treat our employees as people with sensitivities and not as our subordinates. Let us treat them with care and concern. They are the best assets of companies”(“Export Action Line; Rewards,” 2006, p. NA)”  During the pizza party our executive director will award five outstanding employees with rewards and awards signifying  a job well done.  “In today’s competitive environment, most businesses constantly seek opportunities to develop external visibility and build relationships with the business community. Instituting a business leadership awards program can help a business (achieve its goals)” (Minter & Thomas, 1999, p. 25).  We will also have a raffle that all employees will participate in.  The top prize in one week at an exclusive resort in Bozeman, Montana.  The second prize is a three day/two night stay at the Belligio Hotel in Las Vegas.  Third prize is dinner for two at an exclusive restaurant in the city.  We believe this will increase motivation among other employees.

Before the evening is wrapped up we will announce that our employee banquet dinner will be next month for all employees and their families.  This is a black tie event.  All employees are invited to attend and employee of the year will be announced.
The next working day all employees who attended the training will receive an anonymous questionnaire to complete.  Employees will be asked how they feel the training went; what was good; what could have been better; did they feel they learned something; and finally the employee will be free to give feedback and suggestions for the next training course.

The training is sure to be a success as it covers all the necessities including complete and continued orientation with new materials, on the job training, job rotation activities, gives the employees the opportunity to speak with the head of the company, reviews and advises employees to take advantage of job advancement opportunities, and allows the employees to relax with one another.  Our training has been meticulously planned and covers all aspects of field survey crews needs.  It is our belief that happy employees are hardworking and good employees.  Keeping staff educated with our policies and techniques is an important part of being a manager.  Another vital aspect is showing employees they can have fun and are appreciated for their hard work.  The training program I have designed covers all of these points and will provide the company with long lasting, well trained, happy employees. “People are our most valuable asset is one of the oldest clichés in business today. Yet it is true” (Kimball & Nink, 2006).  We hope that by adequately training our employees, offering them incentives and fringe benefits, and taking an active role in ensuring their happiness at work we will continue to thrive as a success surveying company.

References

Ancis, J. R. (Ed.). (2004). Culturally Responsive Interventions: Innovative Approaches to Working with Diverse Populations. New York: Routledge. Retrieved March 20, 2007, from Questia database: http://www.questia.com/PM.qst?a=o&d=107996330

Cottringer, W., & Kirby, J. (2005, June). Light Their Fires: Find out How to Improve Employee Motivation and Increase Overall Company Productivity. Security Management, 49, 90+. Retrieved March 20, 2007, from Questia database: http://www.questia.com/PM.qst?a=o&d=5009598835

Export Action Line; Rewards and Recognition in the Workplace. (2006, November 25). Manila Bulletin, p. NA. Retrieved March 20, 2007, from Questia database: http://www.questia.com/PM.qst?a=o&d=5018154770

Feld, B. C. (1999). Bad Kids: Race and the Transformation of the Juvenile Court. New York: Oxford University Press. Retrieved March 20, 2007, from Questia database: http://www.questia.com/PM.qst?a=o&d=80912580

Glover, Donald, and Midura Daniel.  (2005) The Essentials of Team Building; Principles and Practices. Champlain, Illinois, Human Kinetics.

Huang, H. J. (1999). Job Rotation from the Employees’ Point of View, Research and Practice in Human Resource Management, 7(1), 75-85.

 

Kimball, L. S., & Nink, C. E. (2006, June). How to Improve Employee Motivation, Commitment Productivity, Well-Being and Safety. Corrections Today, 68, 66+. Retrieved March 20, 2007, from Questia database: http://www.questia.com/PM.qst?a=o&d=5016315408

Minter, R. L., & Thomas, E. G. (1999). How a Leadership Awards Program Can Build Business Support. Public Relations Quarterly, 44(3), 25. Retrieved March 20, 2007, from Questia database: http://www.questia.com/PM.qst?a=o&d=5001889155

Pryor, T., & Wiederman, M. W. (1998). Personality Features and Expressed Concerns of Adolescents with Eating Disorders. Adolescence, 33(130), 291. Retrieved March 20, 2007, from Questia database: http://www.questia.com/PM.qst?a=o&d=5001502664

Scannell, E. E., & Donaldson, L. (2000). Human Resource Development: The New Trainer’s Guide. Cambridge, MA: Perseus Publishing. Retrieved March 20, 2007, from Questia database: http://www.questia.com/PM.qst?a=o&d=100330168
http://www.cesd.wvu.edu/workforce_dev_workplace_or.htm

 

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