Work training is one of the ways of how the corporation can improve its human resources. Work training can be given to the new employees or senior employees that received a new position with a huge responsibility. The purpose is various, such as introduction to the job, responsibility, how to handle possible problems, and many more. However, today’s article will be talking about types of work training you can get when you got a job.
On The Work Training
The On The Work Training is a type of work training that takes place in the corporation. It is necessary for every individual to improve their talents based on the job position they applied for. The On The Work Training could give an effect. A positive effect for the corporation itself.
Usually, senior employees that have more knowledge, capability, and experience will be the one to be mentors for the fresh and new employees. With the On The Work Training program, new employees will meet many obstacles during the job, and your mentor is not just giving you their capability and experience. They also give you many kinds of solutions whenever you meet a problem during the job.
Off The Work Training
Off The Work Training is a type of training that takes place outside of the corporation. In here, there will be subcategories of the types of work training in Off The Work Training.
One of the examples is a seminar. It is usually held by institutions in order to give useful information to the seminar attendants. This work training led by an expert who had a number of experiences and competences. The speaker or the expert will give you a lot of tips and methods you need to know for work efficiency.
This type of training is to trigger the employees to think out from the box. It is very efficient and useful for solving an issue, and it can also generate ideas and innovation that can give benefits to the corporation.
Cross-Functional training is to task the new employees to do work outside of their actual position in the corporation. With the Cross-Functional training, the participants will be introduced to how other divisions work. The participants will know how their methods work when doing the job, and they will learn how a corporation works as a single unit. Types of work training are various and useful.
Interview Tricky Questions
Getting a call for a job interview, probably the most and happiest moment you will ever feel. However, getting yourself a job or not depends on that, and we should not be joyful for a moment yet. We have to take it seriously. Of course, the interviewer will give you a lot of questions, and some of them are trappy. These trappy questions will make you freeze, anxious, and limb at the same time. Because you have to think about the answer there. So, because of that, in this article, we will talk about tips for handling interview trappy questions.
“Please, describe yourself”
When the interviewer team gives you this question, then have you ever thought about how you describe yourself? Is it positive or negative thought? This question aimed to know the base of our character.
To handle this question, give them positive answers based on the job you want. You can say that you’re sheer will, high commitment, honest, or easy to cooperate. Make sure that what you said is exactly how your character is.
“What do you know about this corporation?”
One of the most important questions because the job applicant must know what kind of corporation he applied for a job. This question is to know how the applicant knows about the vision and mission of the corporation.
The advice is to tell them about the positive side of the corporation without comparing it with other corporations. You must say the corporation you applied to now has a lot of excellence that makes you interested in applying.
“Explain why do you interested to apply in this corporation”
This question is actually given to know your real motivation. Every corporation wants loyal employees. So, don’t you tell the unpleasantness of your previous corporation. The corporation you want to apply will know that you are not a hard-working person.
Interview trappy questions such as this have to be answered positively. You can tell that you want to put your talents more in the corporation, or the job you applied for is similar to your academic background.
There are still many interview trappy questions that you or I probably don’t know. To face the most anxious moment in our life, which is the job interview, is to answer the questions positively. And remember, don’t compare the corporation you applied for with the previous corporation you worked for before.
Recruitment is a process of finding prospective people and stimulating them to apply for the available position in companies or organizations. The process is aimed to find and attract competent applicants for a job. This process will begin when the company is trying to find the new applicants and will end when they submit the applications. This reading will help you to know are factors that influence recruitment.
Recruitment is a process under the influence of some factors. There are two categories for the factors that influence recruitment, they are internal factors and external factors.
Internal factors are the factors that influence the recruitment that comes from inside of the organization. included in internal factors are the size of the organization, organizational image, recruitment policy, job’s image, and interference.
The size of the organization means that if the company plans to expand the business, more people will be needed for its operations. The organization’s image is affecting what type of candidates that will get attracted to work for it. Recruitment policy will differ between the company that does the recruitment process from internal or external sources. The image of the job will affect applicants in the same way as the organization’s image. Lastly, interference will possibly force the company’s management to hire or recruit people outside the qualification basis.
The second factors that influences recruitment is the external ones. Those factors include demographic factors, labor supply and demand, legal considerations, unemployment situation, and competitors.
Demographic factors are the factors closely related to the human being. For example, age, sex, literacy, etc. labor supply and demand will affect on how easy it is or more effort needed in recruiting new employees. If the demand for skillful or professional employees is high and the supply is limited, then more effort will be needed in the process.
Legal considerations by the government related to employment will affect the organizations’ recruitment policy. The unemployment situation means that the greater rate of unemployment in a place the easier the recruitment process will be. Competitors can change organizations’ recruitment policies. For example, if the competitor follows a certain policy then the company should also change the policy to be fair.
All owners or company leaders would want to get the right people to become employees or employees in their businesses and therefore the recruitment process goes well, with the hope that job applicants or people who are elected can later contribute to advancing the company and also increase revenue financially.
For this reason, many companies are currently trying to shorten the recruitment process to be more effective and efficient in finding the right and qualified employees. The methods used in the process of employee recruitment at the company, are as follows.
Analyzing the needs of positions
The company exactly should identify in advance the needs of new employees who must be recruited. The increasing workload from some old workers or employees can reduce work performance if there is no immediate solution or help to solve. Then, the other possible reason why the recruitment is needed is a job transfer occurrence or new division opening.
Planning the recruitment process
Next, the company must plan well for the needed job position. You also need to write a description of the job, needed situs judi poker experiences, and even the qualifications. And determine where you will place the job advertisements whether print or online media. In addition, don’t forget to specify the HRD team personnel.
Inform this vacancy including old employees, because there is a high possibility that there will be internal company candidates who might meet these criteria. The success of job publishing also varies, depending on what position the company offers and the delivery media.
Reviewing and checking the application
At this stage of the recruitment process, the HRD Manager will receive applications that have been filtered based on the needs and specifications. A company will assess all applicants on the competencies and requirement basis and then the company will contact them more. The goal of this filtering is for time efficiency.
The screening party, the HRD manager, and the HRD team will look for a candidate match by telephone and direct interviews at a later stage.
Quality candidate interview
Schedule a job interview with them to make comparisons between one another. Meanwhile, inform those who have not succeeded well and of course with thanks.
Then, schedule a second interview with the most qualified candidates who have been filtered back from the first interview. Currently, you as a company owner or HRD manager can check the candidate’s references and background.
Choosing suitable candidates and make a job offer
Furthermore, the HRD team is ready to select candidates that fit the company’s needs. Then, prepare an offer and a work contract in accordance with the position and position. When calling for elected candidates, what needs to be done is to negotiate salary and the benefits of a company such as insurance of health, overtime, and so forth.
A successful company needs competent employees as its core. A company will unravel and fail without employees who have high level of performance each day. Therefore, recruiting and training the best workers is the recipe to build a successful company. By employing an effective recruiting and training process for candidates will improve the quality of the process to employ the best people. The recruitment will emphasis on identifying the strong candidates for the position that needs to be filled. At the same time, the training process provides guidance for new employees to master their new roles inside the company. So, what are the tips to improve the quality of recruitment and training process? This article will give you the answers to this question.
Recruitment process: competency is the main point
To improve recruitment techniques, the main point that the company needs to make is focusing on the competency of each candidate. The company have to show professionalism which can be seen from the advertisements where the recruitment information is posted. For example, be careful of grammatical errors when trying to publish information on social networking and dadu online sites. The grammatical errors that the company probably make can question the potential candidates about the way the company is managed.
Recruitment process: assess the criteria needed
The next thing the company should do to create an effective recruiting and training process is assessing the resume of the potential candidates. The corporation has to look for candidates who fit the criteria needed for the position inside the company. Invite them only, because they probably will make a significant impact on the company.
Training process: give a complete manual
After hiring new employees, to make the training process run well, the company should give a complete manual that contains guidelines and everything covering the job that they have been applied. The manual could help the workers to know better their tasks and how to accomplish their roles correctly.
In training new employees, there are many things that need attention. Especially if you make a new business as old as corn and want to do new employee training. This means that there are many important things that need to be considered so that the training of new employees is successful. What is needed for training new employees?
A list to learn
The most important thing when training new employees is to determine what work must be done by each employee.
If the new employees are also trained to do work that is not in accordance with the position he listed, of course, the employee will feel burdened, which in turn will reduce the employee’s performance.
What is the purpose of this work? It must be introduced to new employees and what impact will be obtained from these objectives.
The company will feel safe because employees already know the goals of the http://22.214.171.124 company, as well as employees. Employees feel comfortable because they know what the goals of the work are and what the company wants. This also can minimize errors in a job.
After learning job theory, a new employee is required to practice what he has learned. In the end, what an employee will do in any job always has to do with practice.
Listen to their ideas
For new employees, especially those who have undergone work practices, usually have their own ideas for developing businesses in their workplaces.
It’s good if the idea of the new employee is heard by the company. If the idea is implemented in the company, of course, new employees will be more enthusiastic to work.
Of course, in training new employees, new employees hope for feedback and advice from superiors. This is done so that the new employee knows the location of the mistakes he made. Providing feedback repeatedly also does not rule out the possibility of improving the quality of employee work.
Evaluate the problem
In addition to providing feedback, evaluation is no less important. Each evaluation must also be done in-depth or in detail, so that employees know their mistakes and how to overcome them. Without an evaluation, the quality of employees will remain at the same level.
Undergoing training of new employees certainly does not rule out the possibility to get an award. Give credit to new employees who have implemented safety and induction while this training is happening.
Competent and skillful human resources are one of the keys to having a successful business or company. A good company must pay great attention to its employees and make sure they give their best in working every day to support the company’s goal and vision. Without capable and skilled employees, it will be hard for a business to reach its goal and even to run daily. But how to do that? For businesses, having competent employees is to invest in the recruitment and training process. Recruitment and training competent employees must focus on finding strong candidates as well as providing adequate guidance for the trainees before they doing their job.
Tips on recruitment
Recruiting is the first step in recruitment and training competent employees and these tips will guide you in this stage.
- To get competent candidates for your employees, first, you must make sure that your company displays professionalism. This applies to all parts from advertising to marketing even in the social network. As an example, if your job advertisement is not well designed and contains some grammatical errors, competent applicants will wonder how well the company is for the lack of professionalism.
- Competent candidates know how to be recognized, they will post resumes or try to find companies on professional websites. So post your job ad on the professional outlets and platforms.
- Carefully assess the resumes, eliminate those who do not qualify for your company’s criteria.
- the interview should be conducted thoroughly. Open-ended questions are recommended and make sure they have adequate knowledge and skill for the position.
Tips on training
Training is essential in the recruitment and training of competent employees, this step ensures that the candidate will know what and how to do their duties and ready for giving a contribution to the company.
- Give complete guidelines, tips, and requirements for the trainee to complete the tasks well.
- Hands-on training will help the new employees to understand what they must do and what to do if problems occur.
- Assign the training tasks to a competent trainer. The trainer should know well about the company as well as the position of the employee.
- Encourage new employees to self-training. When they