Introduction
When applying for any type of job, experience in the field where a person plans to start his or her career plays a significant role. For the process of adapting to a new work process to go as smoothly as possible, the notion of an FTO Manager is introduced. This is the person who is responsible for both training personnel and promoting them to more complex jobs and ranks (More et al., 2020). Such people are essential for any of the companies because they correctly assess the abilities of a person and understand how much they are qualified to move to the next stage. Obviously, in such a situation, anyone who has not only experience in the field but also an aptitude for learning, which is very important in the initial stages, can become an FTO volunteer. A formal process is unnecessary because it takes time that could be spent training a new employee.
Discussion
Differences in attitudes and methods of work between mentor and apprentice should be kept to a minimum. This does not mean imposing one’s views on the vision of a particular situation or workflow. It is about finding compromise solutions and reducing conflict situations to a minimum. The diversity of the training itself also plays an important role. This will allow covering as many areas of knowledge as possible and comprehensively prepare the future employee. This would make it possible to create a full-fledged team member without the need to adapt to the work team (More et al., 2020). This is especially true for new employees, for whom the possibility of working in a new place can be very stressful and uncomfortable at first.
Conclusion
In this regard, special attention should be paid to finding a standard solution to the situation, sometimes sacrificing the personal views of the FTO Manager.
Reference
More, H. W., Miller, L., & Braswell, M. C. (2020). Effective police supervision. Routledge.