Community College of Baltimore Training and Developing Employees Case Study

Business Finance

The Community College of Baltimore County

Question Description

  • 10 pages, double spaced, 1-inch margins, plus a cover page and a works cited page.
  • A minimum of 5 references from peer reviewed journals (no blogs or other non-academic resources)
  • APA style formatting required
  • Summarize the purpose and process of employee orientation
  • - give examples of how to design on-boarding to improve employee engagement
  • - list and explain the five steps in the training process (analyze, design, develop, implement, and evaluate)
  • - Briefly discuss the importance of the steps in leading organizational change
  • - list and briefly discuss some management development methods
  • - Explain how to use five training techniques

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Final Answer

Attached is the complete paper and its outline. Please note that am available for edits or corrections


Training And Developing Employees
Student’s Name
Institutional Affiliation




Training And Developing Employees
During the production process, there are various factors of production that are used to
increase production. The factors of production are land, labor, and capital. Land and capital are
optimized by increasing the inputs while labor is optimized through training of employees
(Gabriyella, Tobing & Tampubolon, 2018). Through training, employees can learn new specific
skills or improve their skills and perform better in their current work. On the other hand,
employees’ development is more concerned with employee growth and future performance
rather than their current role (Gabriyella, Tobing & Tampubolon, 2018). The paper will discuss
the purpose and process of employee orientation while stating on how employee engagement can
be improved, the five steps of training, and the training techniques.
Purpose And Process Of Employee Orientation
Employee orientation is conducted by the human resource team and is used to create
awareness for employees on what is expected of them. During this process, HR provides general
information to the new employees, such as governing policies, insurance, regulations, and
benefits. The first step is ensuring the workstation is set with all appropriate supply and
equipment. The second step is that HR must identify the need for the orientation. Through this
process, HR identifies the most relevant things that the new employee should learn about
(Rowland, Ruth & Ekot, 2017). For example, HR can identify the people that the new
employees should meet, such as their supervisors and co-workers. The employees are then
introduced to the company's mission, culture, function, and objective. In this process, HR also
educates the new employees on the company’s organization chart and the safety and health
policies. The new employees are also informed about key administration policies and department



overview. In the department overview, a department representative or the manager gives an
overview of the department, such as its function, purpose, and policies.
Purpose Of Employees' Orientation
Orientation marks as the official start of the relationship between the new employees and
their employers. The process also helps the new employees to know the company’s vision,
mission, and culture and know how to align their work with the company's objective. The
orientation process also helps in explaining the company's structure, provision of the contact list
to the new hires, describing regular procedures in the company, assigning of mentors, the signing
of non-disclosure agreements, and review of job description and responsibilities. Through the
above importance of the orientation process, the new employees have a smooth transition into
their new roles and hence becoming productive quickly (Rowland, Ruth & Ekot, 2017). The new
employees also feel comfortable in their new jobs, thus reducing employee turnover. Therefore,
in the long run, the employees will have concise and accurate information about the organization,
increase confidence in their new roles, become more productive, and become better at engaging
with their co-workers and supervisors.
Designing Onboarding To Improve Employee Engagement
Most employees make their decision on whether to stay in the organization during the
first six months after being hired or not. Therefore, an onboarding approach to improving
employee engagement in an organization is important. The process should be carried out during
the recruitment, interview, and hiring process. By doing so, a company can take advantage of all
the opportunities available to increase employee engagement (Lawande, Mohile, & Datta, 2016).
The process should be incorporated before, during, and after the hiring process and can help in



reducing turnover cost, increasing revenue generated, increasing loyalty, and developing a higher
level of engagement among employees.
The onboarding process should start during the recruitment phase. During this stage, HR
should ensure that he engages with potential candidates. HR can incorporate a process tha...

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