HUMAN RESOURCE MANAGEMENT

TRAINING AND DEVELOPING EMPLOYEES

Members :

Raihanil Jannah (1810932058)

Salsabila Nur Syahla (1810933003)

Luthfiya Alifah (1810933004)

Lecturer

Yumi Meuthia, S.T.,M.T

DEPARTMENT OF INDUSTRIAL ENGINEERING

FACULTY OF ENGINEERING
ANDALAS UNIVERSITY
PADANG
2020
 TRAINING AND DEVELOPING EMPLOYEES

1. “A well-thought-out orientation program is essential for all new employees,

whether they have experience or not.” Explain why you agree or disagree with
this statement. 
Answer:
Agree, because orientation will welcome the new employees. The orientation
will give a basic information about the organization/company. The basic
information is about the organization’s past, work culture, and also their
vision to the future. It will make the new employees understand about what
are they going to do afterward. Orientation also help each of new employees
to socialize. It makes a comfortable relationship between the new employees
and the older employees and also with the supervisor.

2. What are some typical on-the-job training techniques? What do you think are
some of the main drawbacks of relying on informal on-the-job training for
breaking new employees into their jobs? What are some important advantages
to using cloud-based training?
Answer:
Some of the most popular type of on-the-job training techniques are job
instruction training, coaching, understudy, job rotation, committee
assignments, and apprenticeship training.
In this generation, many trainings involve informal method for the sake of
familiarity and convenience as the trainees may still inconvenient by their new
environment. But of course, this has some drawbacks. Informal method of
training may cause bigger potential for oversight or errors, less-efficient, no
specific nor measurable goals, and may come out as less intentional, inspiring,
and dedicated for the trainees.
As for cloud-based training, since it’s a digital-based program, the employer
need not concern itself with setting up or updating the programs on its own
computers because both the courses and the overall learning management
system are hosted by the vendor. This method also makes training convenient
both for the trainer and trainees, facilitates collaboration among employees,
and cost-effective.

3. Do you think job rotation is a good method to use for developing management
trainees? Why or why not?
Answer:
We do agree that job rotation is a good method for developing management
trainees. As we know, job rotation is designed to expose employees to a wider
 range of operations in order to assist managers in exploring their hidden talent.
By using this method, these trainees get the opportunity to develop interests
and talents based on wide range of experiences, and an exposure to different
positions within the company.

4. Develop an orientation program for high school graduates entering your

university as freshmen. 
Answer:
In Andalas University, there are orientation for the freshmen. It called as,
BAKTI. This program activities are expected to develop student skills and
personality. BAKTI was held for 3 days. The first day, all freshman gathered
in the field and then formed into 15 groups. The next activity was an introduce
of an organization at the university. On the second day, there are a public
lecture by one of the university lecturers. On the last day, all participants
doing outbound and after that the head of the university closing the BAKTI
activity by doing a short speech.
In addition, this activity is expected to bring new students closer so that there
will be no awkwardness in lectures later. Therefore, so that all information
delivery related to new students and BAKTI activities themselves can later be
well spread, BAKTI will be presented in the form of social media so that new
students can follow the development of their activities well. This is also
expected that new students will continue to excel, play an active, creative role
in organizing, because actively organizing can increase student soft skills and
maturity.