Custom «Resource Management Systems» Essay Paper Sample

Resource Management Systems

Human Resource Management

The induction course within the organization is to ensure that new workers are quickly settled within their roles. The induction process is also geared to ensure the new workers are retained and that they work according to the company goals and objectives. It also ensures that complex situations in the work place will be easily resolved.

Overall aim and specific learning objectives for the course

The aim of the program is to ensure that the new employees learn the organization culture. The company policies are also made clear to the employees of the company. These include the way duties are carried in the organization. The payment procedures are also explained to employees during the induction process. The hierarchy of the organization is also explained and taught to the new employees. This helps them understand where they fit into the hierarchy of the organization. They are also taught the descriptions of their positions within the organization. Amenities like sick rooms and toilets are also shown to the new workers. Finally, introductions are done.

Specific areas

The employees are taught how to use the expresso machine and the related equipment, basic food hygiene, making the recipes of each coffee drink that is made within the organization, and customer etiquette, and the way to deal with customers.

By the end of the program the employees will

Know the company culture and ethics

Understand their roles within the organization

Know the company hierarchy and where they fit within the company

Benefits of the training program

The training program aids to ensure that the employees are at per with the culture of the organization. This in turn ensures that the conflicts within the organization are minimized resulting to greater production within the organization. It will eliminate the time wastage that results from conflicts among the workers. The training will also serve to increase the customer satisfaction within the organization. This is because the workers are taught the company culture of being hospitable to the customers. Customer satisfaction brings forth loyalty of the customers. It also serves to increase the number of clients that are interested in the organization products. This increases the company sales, and profits rise.

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Detailed timetable

This timetable shows the activities that will take place within the induction program. It will run for two consecutive days, and different individuals will handle the sessions. There will be two main sessions, which are the morning session and the evening session. Each session will be broken into different subsections, each dealing with a different thing. The morning session will commence at 9 AM and end at 12.30 PM. A lunch break will then follow before the afternoon session, which will begin at 2 PM and end at 4 PM.

The first day will involve addressing the organization’s operation standards. This will include letting the trainees know the hierarchy that is used within the organization. It will also help the employees know each other, and offer them an opportunity to create a rapport between them. The second day will focus on the role performance of the employees. It will include training the workers on performing specific duties.

Day 1

Time Contents Methods Resources Purpose
9 AM-10 PM Ice - Breaking Game Pen & paper To get trainees to know each other and thereby building rapport between them.
10 AM-11 AM introductions Personal introduction Name tags To let the trainees know each other by names. This also serves to let them know the personal information about each other. It also creates rapport.
11 AM-12:30 PM Organization culture Speech Pen & paper

To get the trainees know the organizational culture.

To ensure that the employees understand the rules and regulations that are used within the organization.

12:30 PM-2 PM Lunch Break ------- ----- ----
2 PM-3 PM Company hierarchy Presentation of the organizational chart Pen & paper To get the trainees to know their superiors and to know where issues are reported. It also helps them understand how organizational activities are run.
3 PM-4 PM orientation Taking them around the company   This helps make the employees know where the social amenities are located. These include the sick room, and the toilets and the lunchrooms.


 Day 2

Time Contents Methods Resources Purpose
9 AM-10 PM Introduction to the expresso equipments Demonstrations Expresso machine To make the employees familiar with the expresso machine, which is largely used.
10 AM-11 AM Introduction to other equipments used alongside the expresso machine. Demonstration Other equipment To familiarize the employees with the equipment. The employees are shown how the equipment is used within the coffee production process.
11 AM-12:30 PM Introduction to coffee preparation Demonstration Coffee making materials and equipment To help the trainee’s speech understands how coffee is prepared within the company.
12:30 PM-2 PM Lunch Break ------- ----- ----
2 PM-3 PM Safety regulations Speech and demonstrations The safety equipment The trainees are taught on how to ensure that the working conditions are safe within the organization. They are shown the escape routes in case of fire and also how to use the safety equipment.
3 PM-4 PM Specific roles Instruction Duty slots To make each employee know their specific roles within the organization. This avoids role conflicts.

Training methods used

Many training tools are used for the training of employees. These include the use of team building tools. This aids in ensuring that the employees are taught how to work as a team as opposed to working as individuals. Team building helps to let the employees know that the achievements within the organization are based on the achievements within the teams. The focus of the employees shifts from self-centeredness to the team achievement. The training team should always be aware of this objective to ensure that employees are ready to work as a team. This is done especially when teaching about the company culture, which encourages the performance of an individual within a team.

Communication skills tools should also be used. These help to ensure that clear goals are formed within teams. The goals act as an inspiration to the trainees. This tool also ensures that the results are team oriented and that competent team members are assembled by the organization. This tool is also critical in ensuring that a collaborative environment is formed within the organization. Principled leadership is also formed through team building.

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Communication is a key component in passing information within the organization. The communication tool is critical in the implementation of this program. Communication involves passing of information and ensuring that it is well picked by the recipient. Interpretation and implementation stages of communication serve to show if communication was effective or not.

Coaching should also be used as a tool. This entails getting the workers to follow the instructions of the trainers. This is especially so in the training of the employees about running their daily roles. In this case, the barista should be taught via coaching where they should follow the instructions of the people mentoring them to come up with the final products.

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The conflict resolution tools should also be used to ensure that the trainees understand different ways of resolving conflicts within the organization.

The tools for teaching the trainees how to conduct good customer service should also be used. These are used to ensure that the employees learn how to treat the customers within an organization. Proper training on customer service ensures that the company retains its customers. This is achieved by gaining the loyalty of customers within the organization. The theories of leadership are also used when training the employees. These theories enable the trainees to understand the leadership methods that are used within the organization. They include the use of the transactional theories. Other theories used are the transformation theories that ensure that the trainees understand how the organization works.

Other tools that are used are facilitation skills that allow the facilitation of what the employees are trained. This serves to ensure that the trainees are taught effectively on how to facilitate their duties within the organization.

The employees are also taught on the use of the presentation tools. This is especially as the information is presented to them. The speakers in the different sessions ensure that they train the trainees on how to present information. This is picked as the sessions go along.

Interviewing tool is also used to get feedback from the employees. This is used to check on the areas that the employees need training. It helps to point out the areas in which the trainees are deficient. It further allows more emphasis to be paid to these areas as opposed to areas where they show knowledge. Interviewing is also used after the program is completed to establish the effectiveness of the program.

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Other tools that are employed include videos that are used to demonstrate the aspects of what is taught. It is easy for entertainment to leave a lasting impression to the employees. The trainers use visual aids such as videos to communicate to the trainees. This serves to accomplish the greater goal of reaching the trainees. They could depict such aspects as the expected ethics within the organization. These involve aspects like how conflicts derail the performance of the organization. It also shows the effect of teamwork. This is just an example, as the video is usually the choice of the trainers.

Other visual aids that are used include projectors where the people mentoring the group put the information on a screen. Trainees read this information as the trainers talk to them. This allows easier understanding and making of reminder notes among the trainees.

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Other tools used in this stage include the motivational theories. These are used to ensure that the trainees are motivated right from the word go. The trainers must understand that the starting point must be strong. This will serve to ensure that the workforce of the organization is motivated while implementing their duties. Motivation can be increased by allocating attractive compensation packages on good performance. They are taught on the rewards due to them upon their introduction of new products within the organization.

E learning tools can also be used to ensure that the employees derive maximum benefits from the program. These can be given to employees to let them access the information on their own. It is not possible for everything to be presented on the projectors. E learning makes it possible for the trainees to obtain more information concerning what is taught on the internet. This could be through periodicals or authored notes and books. These serve as constant reminders of what was taught making it easy to implement the information taught during induction.

Evaluation strategy

The evaluation strategy allows the employers and trainers to get the feedback concerning the induction program. The evaluation of the course tests if the trainees understood the expected and taught standards. Questionnaires or sheets are given to the trainees to get their feedback concerning the program. This information is evaluated to draw a conclusion concerning the information the employees obtained from the program.

The induction process is also evaluated by checking the performance of the employees. How they behave within the organization shows the effectiveness of the program. It shows how much the trainees understood during the training session. Poor performance indicates that the program was not effective. Good performance shows that they understood what was taught.











The questionnaires and sheet may also be used to indicate the names of the trainees and their feedback concerning the program. In this sheet, the trainees give their feedback concerning the program. They indicate what they gained, and areas that should be improved in the future.

The sheet contains different sections about the various sections that were taught during the training. Feedback concerning the first day sections and the second day sections are collected. The trainee also indicates the level of satisfaction and knowledge they gained through the training. The sheet also lets allows the trainees to indicate how set they are for the new positions in their work place. The degree of confidence showed by the workers shows how effective the induction process was.

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The induction of baristas involves training them on their role performance within the organization. They are also taught about the organizational culture so that they easily fit in the organization. They are trained on how best to perform their specific duties. This utilizes such tools as motivation and leadership, as well as team building tools.

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