Answer to subject 2
2.1)
Employee orientation is a basic process which gives the new employee the opportunity to take key information ,understand services and programs of the organization and in the same time learn about his/her duties, conditions of employment and the organization structure and culture (Jobsetc.gc.ca,. “Employee Orientation – Human Resources Management For Employers”. N.p., 2016. Web. 12 Jan. 2016.About.com Money,. “Why Orientation Is Key To Retaining New Employees”. N.p., 2016. Web. 12 Jan. 2016).This process doesn’t last a day but it starts from 30 days duration and sometimes can end after 6 months. It aims not only at the present but it wants to build on the relation with the employees making them feel vital parts of the company. Many people live their jobs as they feel sidelined .Actually it is a tool which can save a lot of money from the organization by reducing the turnovers (About.com Money,. “Why Orientation Is Key To Retaining New Employees”. N.p., 2016. Web. 12 Jan. 2016).
This procedure starts by welcoming the employees at their first day at work, arrange meeting with key leaders and colleagues of the company and generally make them feel that you are happy with their recruitment. The new employees must feel be familiarized with their work environment and some support tools would help on that scope such as checklists, phone lists e.t.c. Integration is a basic part of employees orientation too. Employees work more productively and efficiently when the know very well their colleagues and create friendships and also when they are given the space to express their opinion and their ideas about process and products. Communication is very important so employees must have conversations with their managers to share ideas and strategies. At this meetings each side will express its expectations. It’s crucial to know what the other side believes are as nothing can granted as known(http://www.sabusinesshub.com/section/content.php?SectionId=2&SubsectionId=12&ContentId=121).
On the horizon of the last 50 years the working style has totally changed. Social network environments like Facebook and Twitter enabled new forms of internal and external cooperation while advanced methods of working like crowdsourcing, job sharing and microwork where established .A digital workplace provides new digital tools and services, virtual work and more consideration to employee commitment are some of these changes. It is widely used from large organizations which employ many peoples and helps them to avoid barriers. There are many ways to Construct a digital workplace. (Castle, Jiordan. “The Future Of Work: Why You Need A Digital Workplace Strategy”. Appirio. N.p., 2015. Web. 12 Jan. 2016).Using network like Yammer makes employees more effective as they are provided with more information, knowledge , methods and tools of the company (Microsoft Office,. “Yammer Enterprise Social Network | Office 365”. N.p., 2016. Web. 12 Jan. 2016). However organizations must consider that it’s not easy for every employee to understand and work under this digital environment as there are new technologies and the digital culture changes all the time.
Thinking about how to design a new employee orientation program following the ‘S’ factors our main objective must be how to familiarize the employees in the digital technology environment. Successful organization to change their workplace, focus on symbol, space, system, social, sustaining leadership and systemic learning levers. Employees must be informed and understand the digital strategy of the organization and symbols contribute to this goal. They must also be aware about the space under which they must work meaning both digital cultural or physical space. In addition with system lever the employees are given via digital application any information and knowledge they need as it is shared in the network. Moreover many information can be found in social media such as Facebook and Twitter as many users share their knowledge and as a result employees come to know the digital workplace better. At last continuous leadership is needed as the digital workplace can’t lose its strategic role. This means that systemic learning must modify the approach of each design lever that didn’t work as expected constantly and not just one time a year (Technology, Massachusetts. “Dare To Be Digital: Transforming Your Workplace”. MIT Sloan Management Review. N.p., 2015. Web. 12 Jan. 2016.).
2.2)
As we have entered to a time of digitalization is very important to adjust and be familiarized with new techniques, ideas and technologies. Continuous specialization and training will be will be a habit for all the jobs in their effort to acquire and acknowledge the digital environment. The old classic methods of training and development will be replaced by modern ways with the use of network, digital devices, virtual role playing ,cloud technology. The ‘S’ factors also have a crucial impact too. Working on a digital workplace makes employees more interactive in contrast with the more traditional ones which aimed to specific skills and knowledge. This procedure might have some difficulties depending of the knowledge of the digital technology the employees have. The virtual world gives directly information’s and access to any data needed but as this environment is difficult to understand sometimes much effort from the employees is needed. Areas like transportation and learning have already begun to be systemic processes by the use of the digital workplace transforming traditional methods to memories (Computerweekly.com,. “Computerweekly.Com | Information Technology (IT) News, UK IT Jobs, Industry News”. N.p., 2016. Web. 12 Jan. 2016).
Concluding the work in a digital workplace has many benefits but requires the a variety of qualifications and methods of training of the employees. They must me be adapted as faster as possible to the digital workplace and sustaining leadership and systemic learning will contribute to this scope.
References
• Mihiotis A.,(2005), Management of People and Organizations, Hellenic Open University
• Noe R., Hollenback J., Gerhart B., Wright P., Fundamentals of Human Resource Management, Fourth Edition, 2011
Links
• European Commission. (2015). Public consultation on the EU Aviation Package: Background information. Retrieved December 26, 2015, from http://ec.europa.eu/transport/modes/air/consultations/doc/2015-aviation-package/background.pdf
• http://www.sba.uconn.edu/users/jgolec/aviation.pdf
• Iata.org,. “IATA”. N.p., 2016. Web. 12 Jan. 2016.
• COMKOM° GmbH, Germany. “Home – Lufthansa Group”. Lufthansagroup.com. N.p., 2016.
Web. 12 Jan. 2016.
• https://en.wikipedia.org/wiki/Lufthansa
• Academia.edu,. “Lufthansa Finished Essay”. N.p., 2016. Web. 12 Jan. 2016.
• Flottau,. “Lufthansa Proposes Legacy Growth Plan In Return For Staff Concessions”. Aviationweek.com. N.p., 2016. Web. 12 Jan. 2016.
• Jobsetc.gc.ca,. “Employee Orientation – Human Resources Management For Employers”. N.p., 2016. Web. 12 Jan. 2016.About.com Money,. “Why Orientation Is Key To Retaining New Employees”. N.p., 2016. Web. 12 Jan. 2016.
• About.com Money,. “Why Orientation Is Key To Retaining New Employees”. N.p., 2016. Web. 12 Jan. 2016.
• Sabusinesshub.com,. “Five Steps To Successful Employee Orientation – HR & Performance Articles – SA Business Hub”. N.p., 2016. Web. 12 Jan. 2016.
• Castle, Jiordan. “The Future Of Work: Why You Need A Digital Workplace Strategy”. Appirio. N.p., 2015. Web. 12 Jan. 2016.
• Microsoft Office,. “Yammer Enterprise Social Network | Office 365”. N.p., 2016. Web. 12 Jan. 2016.
• Technology, Massachusetts. “Dare To Be Digital: Transforming Your Workplace”. MIT Sloan Management Review. N.p., 2015. Web. 12 Jan. 2016.
• Computerweekly.com,. “Computerweekly.Com | Information Technology (IT) News, UK IT Jobs, Industry News”. N.p., 2016. Web. 12 Jan. 2016.