Quel rôle la formation joue-t-elle dans l’orientation des employés ?

O treinamento na orientação ajuda os novos funcionários a entenderem a cultura da empresa, seus valores, missão e visão. Isso facilita a assimilação e a integração à cultura organizacional. Além de ser fundamental para garantir que os colaboradores adquiram as habilidades, conhecimentos e competências necessárias para desempenhar suas funções de maneira eficaz e eficiente.

Podem ser categorizados incluindo o Cha conhecimento, habilidades e atitudes. 1. Conhecimento: - Aumentar a compreensão e investir no conhecimento dos funcionários sobre os processos internos da empresa. 2. Habilidades: - Aprimorar as habilidades técnicas necessárias para realizar tarefas específicas. - Desenvolver habilidades interpessoais para melhorar a comunicação no ambiente de trabalho. 3. Atitudes: - Fomentar uma atitude proativa em relação à resolução de problemas. . 4. Resultados - Melhorar a eficiência operacional e a produtividade. - Reduzir erros e retrabalho, impactando positivamente nos custos. - Contribuir para a retenção de funcionários e a satisfação no trabalho.

New hires enter a confusing stage. Training spotlights the path, builds skills, connects them to the team, smooths onboarding, and prevents errors. It's not a one-time show, but an ongoing journey to set them up for success. Invest in training, and raise the curtain on a bright future!

Training is a cornerstone of effective employee orientation, playing a multifaceted role in shaping the experiences of new hires within an organization. From imparting foundational knowledge about the company's values and policies to equipping employees with job-specific skills, training sets the stage for success. It fosters a positive organizational culture, promotes social integration, facilitates change management, and enhances employee engagement. Ultimately, investing in comprehensive and well-designed training programs during employee orientation is a strategic imperative for organizations aiming to build a skilled, motivated, and cohesive workforce.

Employee orientation is like introducing someone to a new city; training is the map and guide. Orientation training is the compass that helps employees navigate the unfamiliar terrain of their new workplace. It's the tool that equips them with the essential skills, knowledge, and insights needed to thrive. Think of it as the friendly local who shares insider tips, ensuring newcomers feel confident and capable. Just as a well-prepared guide enhances a city tour, effective training during orientation sets the stage for a successful employee journey, fostering a sense of belonging and boosting performance. It transforms the onboarding experience into a smoother transition, helping individuals find their way and also excel in their roles

Hoje temos vário formas ou ferramentas para incluir o treinamento , e o metodo que acredito ser o mais eficaz a Andragogia. E com a facilidade de Palestras, mentorias, coaching, live, grupo de estudo e vários formatos.

O método de treinamento pode variar de acordo com a organização e suas necessidades. Todavia, de forma geral, envolve uma combinação de treinamento presencial, on-line e oferta de materiais de referências. Para melhorar o processo, deve ser introduzidos os valores culturais da empresa! Pode também ser oferecido um trabalho de mentoria e acompanhamento, todos estes processos irão garantir a integração e o desenvolvimento contínuo dos colaboradores!

Effizientes Wissensmanagement in Unternehmen bringt Vorteile, ist jedoch nicht die alleinige Lösung. Vorhandenes Wissen wird viel zu selten sinnhaft im Unternehmen verteilt und weitergegeben, das ist schade. Es steigert massiv das Selbstwirksamkeitserleben der Mitarbeitenden, motiviert und bindet. Doch ist es letztlich die Mischung aus Beidem. Unternehmen sollten nicht zögern Wissen und Kompetenz auch von extern "einzukaufen" um sich kontinuierlich weiterzuentwickeln und neuste Kenntnisse zu implementieren.

Um einen größtmöglichen Lernerfolg zu erzielen ist eine Mischung von on und off the Job Trainings unerlässlich. Off the Job Trainings können hierbei eine gute Arbeitsgrundlage bilden, welche durch on the Job Trainings erweitert und vor allem gefestigt wird. Gute Erfahrungen habe ich mit Workshops in Kombination mit nachfolgendem Coaching und Mentoring gemacht, um die gelernten Inhalte in die Arbeitsroutine zu integrieren.

Existem diversos métodos de treinamento para funcionários em empresas, incluindo: 1. **Treinamento On-the-Job:** Aprendizado enquanto realiza as tarefas diárias. 2. **Treinamento em Sala de Aula:** Sessões formais de treinamento ministradas por instrutores. 3. **Treinamento Online ou E-Learning:** Utilização de plataformas digitais. 4. **Simulações e Jogos de Treinamento:** Uso de cenários simulados para treinar habilidades específicas de forma prática. 5. **Treinamento Externo:** Participação em workshops, seminários ou cursos externos . 6. **Treinamento em Grupo ou em Equipe:** 7. **Feedback Contínuo:** A escolha do método depende das necessidades específicas da empresa e dos objetivos de treinamento.

Super importante este processo para avaliar a eficácia do treinamento aplicado , muitas vezes mensuro engajamento e resultado, no aumento da produtividade do time , diminuição de reclamações. Avaliação de reação para poder melhorar a forma de aplicação e infraestrutura.

Viel zu selten wird die Effizienz eines Trainings gemessen, bzw. das Messergebnis tatsächlich auch genutzt um weitere Entwicklungen zu erwirken. Sie werden abgelegt oder "zur Kenntnis genommen". Fällt die Bewertung eines Trainings schlecht aus, wird es wohl so nicht mehr durchgeführt oder etwas adaptiert, doch was geschieht, wenn ein Training gut bewertet wird? Wie lässt sich dies noch mehr nutzen? Lässt sich dies Wissen und die Erfahrung möglicherweise kostengünstig weiterverteilen? Da geschieht noch zu wenig. Digitale Learning-Tools können uns zukünftig helfen ein effizienteres Wissensmanagement und Trainingsmanagement aufzubauen.

Existem diversas formas de avaliação no treinamento de funcionários, incluindo: 1. **Avaliação de Reação:** Mede as reações e opiniões dos participantes em relação ao treinamento. 2. **Avaliação de Aprendizagem:** Verifica o quanto os funcionários absorveram e compreenderam o conteúdo do treinamento. 3. **Avaliação Comportamental:** Analisa as mudanças observáveis no comportamento dos funcionários. 4. **Avaliação de Desempenho:** Avalia o impacto do treinamento no desempenho geral dos funcionários. 5. **Avaliação de Resultados de Negócios:** Mede o impacto direto do treinamento nos resultados e metas da empresa. A combinação dessas avaliações ajuda a fornecer uma visão abrangente da eficácia do treinamento.

Training plays an important role in employee orientation as it has ability to : -Promote an open communication channel between new hires and management. -Reduce initial anxieties and uncertainties. -Provide clarity about the company's expectations. -Foster a sense of belonging and confidence in employees.

O impacto dos treinamento são diversos, trazendo mais informação e conhecimento , fazendo o time performar melhor. Trazendo o engajamento e motivação fazendo com que os profissionais se aproprem das responsabilidades, entre outros.

I think that training the human capital in a systematic manner enhances engagement, commitment, motivation and most importantly strongly validates the need for continuous learning, unlearning and upskilling...I have seen and experienced magic through training interventions and people become more collaborative , reflective and innovative....

Training plays an important role everywhere, every time. It enhances employee's ability to learn new things. If gives the vision and direction to reach to new goals. Training polishes the employee's skills and level of confidence in their work. It also improves the company's culture by train the employees about the changes in environment. In my point of view training play a very crucial role in employee and company life cycle.

Training orientation plays an important role in letting them know about the company's culture and environment. For the new employee, They are not aware about the company's infrastructure, roles and responsibilities, department and many more things. It improves their relationships with their colleagues and seniors. After the training and orientation period, we also take feedback from them about the company.

O treinamento dos funcionários pode trazer outro benefício para a empresa: a retenção de talentos. Essa pode ser uma maneira de promover o desenvolvimento da carreira dos trabalhadores, possibilitando que eles ascendam para cargos de maior responsabilidade e com melhor remuneração. Além disso, contratar pessoas qualificadas geralmente custa mais caro do que preparar o público interno. Dessa forma, é interessante que os funcionários permaneçam na empresa e aprimorem suas habilidades para desenvolver uma carreira dentro da organização.

Training is playing a vital role for any organisation specially for new hires as mentioned below Help to create a positive first impression. Help to make the new hires more engaged to the company. Help to facilitate the onboarding process. Help in employee development.

One challenge that has not been mentioned yet is the time-consuming process of creating training, which often results in outdated content. This is especially true when starting from scratch without involving experts. As a result, employees can become frustrated with these trainings. However, there is a new tool in the market that uses an AI ghostwriter to address this issue. With this tool, everybody can quickly create complete trainings and even training paths within minutes. It is also easy to adapt the trainings as needed.

From experience, I'd move away from covering mission, vision, structures etc..... in a face to face (or virtual session) on day one. This type of information although essential can be read at the new hires leisure. New hires want to feel part of their new organisation from day one. Why not have their first day with their Line Manager and new team? They then feel connected from the start. The Line Manager can introduce them to their team, sort out the queries around the day to day logistics of the role, IT, when will I get paid etc....... You could then consider a shorter session (couple of hours) as a group Q&A, getting to know people from other business areas etc This could be done F2F or virtually depending on the numbers involved.

The science of L&D can be utilized to design, develop, implement, and evaluate an excellent, intentional, and meaningful employee orientation session. Some of the orientation sessions I have attended had me sitting down and listening to presentation after presentation, with little to no opportunities for experiential and social learning, and no opportunity for application. Learning about the company, its mission, vision, and core values, and even seemingly boring things like policies and procedures, can be made fun and engaging by using models such as 70-20-10 to guide training design. Partner with your L&D team to review your orientation session training design to integrate L&D best practices, too.

Training during employee orientation plays a pivotal role in fostering a positive experience. It equips new hires with the skills and knowledge needed for their roles, instills a sense of confidence, and aligns them with the company's values and culture. Effective training contributes to a smoother onboarding process, enhances team productivity, and boosts employee motivation by providing the necessary tools for success in their new roles.