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Organization Onboarding Job Shadowing

Added on - 08 May 2020

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Running Head: ORGANIZATION ONBOARDING JOB SHADOWING1Organization Onboarding Job ShadowingJob shadowing is a form of on the work preparation in which a new worker or existingemployee gets the chance to familiarize with a new job, observes, and follows a trainedemployee. It is useful to use job shadowing to train specific jobs (Reese, 2005).Job shadowing gives a student, intern, or employee an adequate knowledge about what isdone by a particular employee, the important deliverables anticipated from the profession, andthe employee with whom the contract interrelates. Much experience rather than job description isprovided by job shadowing since employee describes his or her work (Lozada, 2001) .When an organization is onboarding new employees, or when the existing long-termemployees want to learn new thing concerning the job, using job shadowing will be effective andreliable in training them. This is because much information is provided through job shadowingand it will remove the fear of unknown from the employee. Job shadowing can also help theemployee who wishes to have potential moves or career opportunity through job transfer.Job shadowing is important for practical jobs than theories, or when the key module oflearning is observation. When job shadowing, the recruits can view what is being done. But, injob shadowing, the member experience and sees the gradations of how the job or the service isdone (Lozada, 2001)While all job has the component of job shadowing as part of employee training, somejobs which are effective to job shadowing include:a)Restaurant employee: cooks, hosts, serving staff, etc.b)Medical profession: occupational therapy, surgeon, radiologist, physical therapy,etc.
ORGANIZATION ONBOARDING JOB SHADOWING2c)Manufacturing jobs: quality control, machine operators, supervisors etc.d)Administration: administrative assistant, clerks, secretaries etc.How to conduct job shadowingThere are four steps in conducting successful job shadowing, they include:Step 1: select employee to participateBefore conducting job shadowing, the HR manager should be in a position to choosethose who are going to participate in the program. The program should be placed on recruits andthose employees who want to shift their career. The selected members should represent what isneeded in the organization.Step 2: Review pertinent information to coverIt is essential to provide true information about the department. This should be donewithout hiding any bit whether negative about the unit. For instance, when the department isstraggling to achieve its goals, it is essential to show the selected members about this. Themembers will decide whether they are interested since there are some employees who are notinterested in working in department’s that lack defined process.Step 3: Coordinate logisticsAdequate noticed should be provided to employees so that they can plan adequately.Shadowing should be scheduled at a time that best reflects the average day of the job, and thecandidate should not observe the position at the busiest or the lagging time of the day.Emphasize that this is the typical day and discuss challenges when volume fluctuates. Before theset day, ensure there is adequate coverage by reviewing the schedule. An extra person can be
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