LearnInMotion.com: Case Study on Training and Employee Performance

This case study examines the challenges faced by LearnInMotion.com due to a lack of formal onboarding and training policies. The scenario highlights issues such as employees not following instructions, exemplified by a web designer modifying a customer's logo despite explicit instructions. The solution proposes implementing a structured onboarding program that includes introductions to supervisors, handbooks, presentations on the organization, job descriptions, explanations of job responsibilities, information on collective agreements, and details on training. It suggests the involvement of management from every department to ensure the development and enforcement of the new program, recognizing their understanding of departmental strengths and weaknesses. The study emphasizes the importance of training employees on their job descriptions and providing feedback to improve performance. The case stresses the need for a comprehensive approach to training and onboarding to address the existing performance issues and ensure employees understand and adhere to company standards. The solution suggests incorporating a mix of training methods like classroom instructions, e-learning, and learning materials to enhance the effectiveness of the training program.

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HRM

Change brought in the “LearnInMotion.com” orientation program: renaming of
process
I would start by bringing the change in “Learning Motion’s” orientation program. I
completely understand that there is no training policies, on boarding as well as training
procedures. Therefore, it is time for Jennifer or HR as well as Pierre to put the formal on
boarding orientation in place. They should include:
 Introduction to supervisors
 A handbook
 Presentation on organisation as well as supportive written information on the
objective, history, organisation structure as well as mission
 Job description copy of employees
 Job responsibilities explanation
 Collective agreement copy
 Information regarding training that is to be received
 Their colleagues for establishing the effective relationship
Changing name of orientation program in the on boarding program is great idea. The
new orientation program might include the combination of several training methods such as
classroom instructions, e-learning as well as some learning material (Cesário & Chambel,
2019).
Involvement of Pierre and Jennifer in on boarding program
At the time of reading the notes, it suggests that the person of HR is usually have the charge
of:
 Providing necessary or basic information related to hours
 Providing arrangement for employees for getting paid
 Providing collective agreemtn copy as well as health and some other benefits
programs.
I do not believe that Pierre and Jennifer are required to involved in on boarding programs
for emphasising the significance of process to the staff. I feel that the main emphasis should

be given on training the employees on job description. When employees will be trained, they
will automatically understand the process and become motivated to work. Rather than
including Pierre and Jennifer, what matter is employees understand their responsibilities and
what is expected from them (Martinsuo & Hoverfält, 2018).
Involvement of management in assisting the development of new on boarding program
I believe that the management of every department should assist in the enforcement
and development of new on boarding program. When management of every department will
be included, proper check can be done on the activities and any change that is required to
bring will come in the notice of the management. Management of every department is one
such element that can ensure the development of any new program because they are clear of
the policies and working that is going on in the different department. The reason behind this
is the support of management department (Srimannarayana, 2016). This department know
what are the weakness and strengths that are present in specific departments. Due to this, I
feel that their feedback and input is necessary in the development. At the same time, feedback
will also be required in the enforcement of new program on board. When any new bombard
program is started, employees do not effectively know how they will exactly work on their
roles. When feedback will be given to them in polite manner, they will definitely work hard
to improve it (Hall-Jones et al, 2018).

References
Cesário, F., & Chambel, M. J. (2019). On-boarding new employees: a three-component
perspective of welcoming. International Journal of Organizational Analysis.
Hall-Jones, J., Simmons, T., Stermer, E., van Hemert, J. P., & Vogel, M. (2018). Onboarding
Employees Through Shared Values. Journal of Research, Assessment, and Practice in
Higher Education, 3(1), 9.
Martinsuo, M., & Hoverfält, P. (2018). Change program management: Toward a capability
for managing value-oriented, integrated multi-project change in its
context. International Journal of Project Management, 36(1), 134-146.
Srimannarayana, M. (2016). Designing new employee orientation programs: an empirical
study. Indian Journal of Industrial Relations, 620-632.