Orientation is the process of enlightening new employees on their responsibilities and the policies and attributes to promote the efficient transition to their new positions. On the other hand, initial training entails teaching new workers activities expected to perform in their new roles. This essay outlines a proposal on how to conduct initial training and orientation for workers, using Uber company as the reference point.
Uber is an organization in the transport industry and has particular roles and expectations that every employee must achieve. Orientation is essential for Uber as it equips new workers with the necessary information and tools to perform within company policies and requirements. Initial training familiarizes workers on how to perform their particular duties as expected by Uber company. Thus, the company will have productive employees as soon as they begin working.
Some recommendations for practical initial training and orientation are to ensure room for workers to ask questions and allocate enough time and personnel to reach the 50 new workers adequately. Besides, the company should consider making the workers part of the orientation planning by finding out what the workers need to learn from the process. Prior proper preparation for the activities is also essential. For instance, have enough proficient questionnaires, teaching pamphlets, signing documents, and other necessary materials before the exercise. Anticipated outcomes include reduced employee turnover, relaxation of workers, creation of positive attitudes, and promotion of job satisfaction. Also, both the workers and the organization attain a proper understanding of the expectations from the other party.
Task analysis identifies the performance process and requirements of a specific task. It begins by pinpointing the task for analysis and identifying the primary subtasks beneath it. Following is creating a task diagram, which assigns each subtask specific goals and the activities performed to achieve them. It also includes the experience or skills required to accomplish them (Pöchhacker & Remael, 2019). For some activities, task analysis requires the new workers to watch an experienced person demonstrate or guide them through accomplishing the particular tasks as part of the learning process.
It is crucial to prepare for the training and orientation process to attain the motivating factors. A proper work environment factors in the time, assisting personnel, cost, and resources needed to accommodate all the 50 new workers. Another consideration is to gather the learning points of the workers and provide a proper communication environment where both the company and the workers can share information freely.
Moreover, I would ensure the workers’ comely welcome to reduce anxiety and ensure clear and precise information sharing. Besides, I would make the training process an interactive session by considering workers’ points of view and concerns. Managers can fund and provide resources required in the training and orientation process. Another thing managers can do is to set aside some time to be part of the training and orientation process, to welcome, motivate, and answer some questions that the new workers might have.
I recommend using various training techniques, including E-learning, coaching, and instructor-led training. E-learning can contain various simulations for every category of tasks required. The trainers can show employees how to operate online related Uber activities, such as confirming deliveries, accepting customer requests, and receiving payments (Miruna, 2019). Instructor-led training is efficient for many employees involved in the training process. Standard requirements and information can get passed to all the workers through instructor-led teaching. Besides, this method facilitates communication of the organization’s common goals, vision, values, mission, and culture. Here, workers have the opportunity to ask questions and get instant replies to their concerns. Coaching is more appropriate for more detailed tasks requiring an experienced person’s demonstration. For instance, the marketing, soft engineers, finance managers, and advertising personnel require a mentor to train them on the particular needs of the tasks as per how they get designed for Uber company.
The incompetence of trainers is a current issue affecting training and development. Trainers who are less skilled or lack knowledge in some fields pass on incomplete or insufficient skills to new workers. It might be difficult for organizations to identify such cases (Martinelli, 2022). Trainers must also be frequently trained on new developments, and their performance levels continually tested to ensure they are fit to train new workers.
I will measure the performance of the training by offering the trainees’ self-assessment questionnaires. These will give feedback on the effectiveness of the process from the workers’ point of view. Moreover, based on key performance indicators like employee response, recall, and engagement rates, the success of the training can get determined (Hunke, 2021). Furthermore, observation of employee behavior is another indicator of training effectiveness. As the new workers commence their jobs, the level of application of things taught during the training reflects its effectiveness.
I chose E-learning, coaching, and instructor-led training as the techniques to train new Uber workers. I selected these methods based on the nature of the company and the particular learning requirements of the various tasks in the Uber organization. Being a traveling and transport company, workers require close teaching for particular tasks and explanations of various aspects given activities and the company.
Hunke, J. (2021). How to measure your company’s training effectiveness. Skill-Building. Personalized. Measurable. Engaging.
Martinelli, K. (2022). What are the consequences of a lack of training? The Hub | High-Speed Training.
Miruna, S. L. (2019). E-Learning: An Effective Tool for Training and Development. International Journal Of All Research Writings, 2(1), 1-2.
Pöchhacker, F., & Remael, A. (2019). New efforts? A competence-oriented task analysis of interlingual live subtitling. Linguistica Antverpiensia, New Series–Themes in Translation Studies, 18.