CEO and Human Capital Officer

¶ … CEO and Human Capital Officer

Our firm has recently grown, and has begun to attract a new generation of employees. Graduates freshly out of college are joining the company eager to apply their skills and contribute to our organization and to their respective teams. They are generally performing well, but it has recently come to my attention that turnover rates are increasing as the work is challenging. High rates of turnover are placing undue strain on our Human Capital department and negating much of the hard work we have done in order to attract graduates from the nation's best schools. As ambitious graduates, they find themselves struggling unnecessarily when all they need is good coaching, training, or mentoring. Without any cohesive or formal training, these new recruits flounder on the job because they do not know anything about their coworkers, have ambiguous roles and task clarification in the organization, and do not know quite how to fit into the organizational culture. We have reports that recruits are experiencing anxiety and stress, leading to weakened productivity, relatively high rates of absenteeism, and increasing turnover.

Therefore, we need a comprehensive training program that can indoctrinate, socialize, and acclimate our new recruits. This can be accomplished via an Induction Day program that offers cost-effective and quick induction services with the goal of developing our human capital and ensuring the growth of the organization. The training program will also be necessary to develop specific skills and talents related to the positions our recruits are filling, accomplished with a human resources development approach that acknowledges diversity. The nature of the work our new sales agents do is challenging, and our recruits are ready and willing to meet those challenges. They need our support, though. We need to create roadmaps that clearly outline what their positions entail, and what we expect from them. We do expect a lot from our new recruits, as we should. If we wish for our new recruits to rise to the occasion, then we will need an Induction Day program.

Induction Day will entail motivating the new employees, making them feel welcome and encouraged. They will be developed as members of our organization, expected to contribute and make suggestions. The new recruits will develop a sense of pride and identity working for our organization and representing us to our clients, as the recruits make the transition from door-to-door sales to more challenging and rewarding positions in the company. As the new entrants feel more at home in their working environment, their roles will be clarified too. They will know what is expected of them, and can generate the sales that both they and we want. Moreover, Induction Day gives them a chance to ask any questions and clarify concerns that they may have. This process will eliminate uncertainty and ensure an effective and productive working environment. Our investment in Induction Day will pay off.