HR Policies Part II - Retaining and Retraining

"Pag gusto, may paraan; pag ayaw, maraming dahilan " BIDDA: " believe, inspire, dream, do, achieve"

II   Retaining and Training 

Company Beliefs:

#3.  Excellence -  to strive to be the best in everything to we do;  to hire and TRAIN THE BEST;   to practice the best processes

"Hire for the day and train for the week"

"Hire for attitude and train for skills"

Training consists of 3 parts:

1.   Orientation

2.  On the job training (JD, Responsibilities and Tasks)

3.  Continuing education and training

     1.  Orientation 

           This is a 6 day orientation, free in the beginning but the P100.00 training allowance, and is given only after the trainee completes the 6 month sojourn.  He is given a free lunch (not exceeding P50.00 as 2013) during the orientation period.

     Coverage:

      1.  History company, industry, practices,  walk through the websites and project sites;  company direction and strategy

      2.  VMBP, Employees handbook  CCD

      3.  Company products and customers, projects

      4.  Company processes:   MC, HR, Operations;  dos and donts

      5.  Doing some company routine:

           1.  Communication, use of CP computers

           2.  Daily reports

           3.  Filing of leaves, salary loans, change day off

           4.  Writing memo, PDCA

           5.  Emails and social media

   6.  Outputs/project

          1.  Inspirational video

          2.  Motifs

2.  On the job training

        1.  Job description:  job objectives, responsibilities, tasks , steps

        2.  Administrative  plan

        3.  Weekly work schedule

        4.  Outputs vs outcomes

        5.  Mentoring

         6.  Probationary period  3 months.    He must be evaluated on the 10 week  after start of job. It is either he makes the cut or not.  He must get a grade of at least 90:

                   Some conditions:

                  1.  Zero tardiness or absence

                  2.  No class C or D offense

                  3.  Must have gotten at least 90% during the orientation period, has complete 20l file requirements,  and 90% in the evaluation exam to be given on the 10th week

The evaluation exam, in writing, must be at least 50 items and covers:

1.  Basics   30%

2.  The employee handbook and CCD -  30%

3.  Standards of the job - 40%

     In the standards of the job, he must be able to:

     1.  Write a memo

     2.  Write a PDCA

     3.  Access read and comment on the blog

     4.  Must have written at least 30 entries in his learning journal


C.  Continuing education:

     1.  Am talk -   The SBU discusses topic from te blogs/websites  The employees, each one comments on the articles on the blogs/websites.  He makes corresponding entries on the his learning journal.

     2. Journal  -  As the employee writes on the blog, his handwriting makes him remember what he writes.

     3.  Book reports  -  An employee is encouraged to write 40 book reports, summarize these according to this format: (handwritten)

          1.  What did I learn;
          2.  Relation to what I all ready know
          3.  How do I apply in my personal/professional life, at work

         40 such book reports qualify the employee for a one step promotion

    4.  Seminars  -  these are special learning events that are paid or free. AGSB conducts free fora and employees at nearby SBU (HGGMP and 3ffb)

        1. In house  -  3ffb staff/hr can conduct such seminar on various functional areas:  marketing, operations, finance for upliftment of skills and knowledge of SBUs.  A minimal fee (say l/2 of usual seminar fee (meals and certificate ncluded)

        2. From outside  -  there are relevant seminars on various functional areas, and the SBU may recommend attendance by qualified staff.  They cost at least P5,000 each for one day.

       At Unisun, we promoted with those 200 hours of accumulated inhouse seminar, and 100 hours of outside seminars for promotion of staff one step higher.

       3. Telecon  - To instruct and inform the staff further on certain new developments:   new products, new ideas, processes, telecons are regularly conducted.  The participants of the telecons are routinely expected to submit minutes of the telecon.  Telecons are conducted to correct clarify ideas plans that are unclear, or executions that are improperly done.  With humility, those who have FAR in telecons can achieve self mastery and more knowledge

     4.  CCD are instructive, even in a negative way, for individuals to have committed mistakes and errors on procedures, or attitudes, work practices to amend and correct past mistakes and be better.

ASSESSMENT AND GRADING

      In general, the trainee needs to be assessed and graded in order to prove that he has learned.  The bottom lines for the SBU are :   the 4 ps.

PROFESSIONALISM

PRODUCTIVITY

PROCESSES that are user friendly, efficient, and are cheaper

PROFITABILITY

Intermediate assessment:

      1.  Paper and pencil exams.  Written exams of at least 50 items are given to the trainee, and the trainee must get at least 90% correct;  if not the training is repeated

      2.  Doing  project:   marketing plan, business plan,

      3.  Submission of notes and minutes of the training, seminar following the format:   what did I learn, relation to what I all ready know, and applications

      4.  Doing a  ppt presentation that is mesmerizing, unique, and uploading to slideshare

      5. Role playing

      6.  Conducting a meeting, a group sales presentation, or Sales Agent Meeting

Performance evaluation is closely and tightly linked to training.

Good training results lead to promotion and salary increases under a related topic:  CAREER PATH

Please look up at  pages.