A fresh employee, particularly if he’s young or a new comer to factory life, posseses an inevitable feeling of strangeness among new surroundings and new people. He must be welcomed and helped to feel at home. Even if he’s accustomed to factory work, the kind of welcome he receives in his first couple of days can have an impact on his attitude to his job. It is worthwhile therefore giving some awareness of a new employee, and setting aside the necessary time on his first morning to offer him undivided attention. It’s usually convenient to own a listing of the items new employees should have told them. This list obviously must be manufactured especially for the factory concerned but might include some of the following points: the kind of work done in the department systems e.g. production control in use within the factory safety practices and rules company rules and procedures payment of wages and bonuses canteen and welfare facilities works clubs and recreational facilities. Click on the following website, if you’re searching for additional information concerning apprentice training.
Some large companies have induction courses for new employees, but such courses are a product to the induction distributed by the supervisor and aren’t a substitute for it. In a tiny company without induction course, the entire of the responsibility is on the supervisor. A brand new employee must certanly be introduced to his colleagues and ought to know at least some members of senior management and be able to recognize them. During the very first few days, there is a amount of matters which a new employee may require information, and it is reasonable to give one man in the department the task of looking after him in this period. All management involves delegation, and no one can delegate confidently except to individuals who have received the correct training to enable them to complete their job efficiently. Training is therefore an integral section of line management, no extra. It’s true that many medium and large companies have training officers who do the majority of the training, however they achieve this as a site to line management.
Line managers, therefore, have an important fascination with what training is completed and in how efficiently it’s carried out. Apprentice training in small companies is often entirely the responsibility of supervisors. The traditional theory of apprenticeship is that the apprentice spends his time working underneath the supervision of a master craftsman, learning the skills of the trade. The relationship is among master and pupil. While serving his time the apprentice will no doubt be useful in the department, especially in the latter stages of his apprenticeship, and this is compatible having an apprenticeship as people learn their work best by doing it. An apprentice’s usefulness is however a by-product, the primary object of apprenticeship is training and not the performance of work. It follows that the supervisor should regard his department as providing something for the apprentice, not the apprentice for the department. It is the supervisor’s responsibility to note that the apprentice receives as sound training as you possibly can, and he should not primarily regard him as a way to obtain labor. The task directed at an apprentice must certanly be planned to provide him the proper experience.
