On-the-Job Company Culture, History, Mission & Outlook Training

Jenae Kain

OJT- Company Culture, History, Mission, &  Outlook

Overview:

During on the job training, possibly in the orientation portion, it is highly beneficial to set a new employee with the culture of the company, history, mission statement, and business outlook. These give the employee an idea of the environment they will be working in and provide them with ease as they transition into their new position. These key points demonstrate to the new employee the values and goals of the company and how each individual contributes to the culture and outlook of the business. New employees feel valued when they are presented with information that helps them better understand their new work environment and feel less lost once they are finished with their training and working on their own.

Relevance:

Companies strive to obtain a low turnover rate for many reasons. “High employee turnover hurts a company’s bottom line. Experts estimate it costs upwards of twice an employee’s salary to find and train a replacement. And churn can damage morale among remaining employees,” (Wall street journal, 2009). Turnover rate can be directly related to job satisfaction and wellbeing because the more satisfied an employee is with their job the more likely they are to continue long term. ­­Lowering turnover helps to keep valued employees, who contribute the most to the company’s positive culture.

Key Points:

Culture: A positive atmosphere and accepting culture present in a workplace promotes long-term employees and growth within the company. As employees play a large role in the culture of the company, one of the ways to develop a positive work environment is to obtain employees of good fit for the company. Employees of good fit will have similar knowledge, skills, values, attitudes, and ethics that fit in to the company’s needs. Other aspects of positive company culture include trust, integrity, leadership, innovation, adaptability, communication, and supportive employees. These factors add value to the culture and environment of the workplace and encourage employee’s job satisfaction, keep turnover low, and help to minimize costs. Including key points on the culture of the business for a new employee during on-the-job training helps to develop their character to fit in with the rest and gives the new employee a warm welcome.

History: Providing new employees with historical background can validate the company’s dedication to success, pride in their progress, and expresses value in employees. Describing the birth of the company and maturing process can indicate the value the company puts on success and the hard work they are willing to put forth. This sets expectations up for the new employee to be just as hard working and driven as the company is. Discussing any negative events from the past and reviewing how the company handled those challenges demonstrates the  growth and knowledge the company contains as a whole.

Mission Statement: A mission statement defines the company and its motives, values, goals, and reason for existence. It often states the company’s competitive advantages, framework, and philosophies. Some mission statements go further into details of specific products or services, customers, geographical locations, and community. “An effective mission statement defines the fundamental, unique purpose that sets a business apart from other firms of its type and identifies the scope of the business’s operations in product and market terms,” (David & Pearce, 1987).  As the mission statement is included in on-the-job training or orientation, the new employee uses the statement as an introduction to the job and structure of the company. The recognition employees receive in the mission statement is perceived by the new employee and in turn they develop passion and commitment to fulfill the mission statement.

Business Outlook: Offering insight to the new employee on future projections and expectations of the company can promote enthusiasm, hard work, and dedication in order to meet those goals. When an employee is introduced to the business outlook they tend to feel held accountable for the future and will strive for success. Sharing this information that some companies would consider private opens the door for communication and shows a trusting relationship between employer and new employee. By building this relationship the employee feels valued, which increases job satisfaction.

Relative & Take away points:

To start on-the-job training introducing the new employee to the company culture, history, mission statement, and business outlook can provide the new employee with great insights to their new company. An employee who understands the culture of a company feels more comfortable in the new environment and can also contribute positively to the culture. The history of the company provides a sense of dedication to growth and the new employee will be motivated to help the company continue to mature. The mission statement sums up all aspects of the company for the new employee and the business outlook sets goals in which the employee wishes to obtain. “The most important principle to convey during an orientation is your commitment to continuous improvement and continual learning. That way, new employees become comfortable with asking questions to obtain the information they need to learn, problem solve and make decisions,”(Brown, p.2). One of human resource management’s main focuses as discussed in class, is employees long-term development. Each and every one of these key points ensures that the employee understands the company’s values and goals, welcomes them kindly, and shows acceptance, but also motivates them to reach their full potential and continue to grow with the company. Job satisfaction from day one is present when all employees understand and work together to meet common goals. All contributing factors and employees themselves create a positive work environment, which helps to develop long term employees and aid in the growth of the company. As students soon to begin careers, we must focus on meeting the goals and expectations we have set for ourselves and creating our own personal mission statement in which our future will carry out.

Works Cited:
Brown, J. (n.d.) Employee orientation: Keeping new employees on board. Retrieved from   http://www.digicast.com.au/Portals/59176/docs/Employee%20Orientation.pdf

David, F., Pearce, J. (1987, May). Academy of management executive. Corporate mission statements- the bottom line. 1(2), 109. Retrieved from http://www.jstor.org/discover/10.2307/4164734?uid=3739728&uid=2&uid=4&uid=3739256&sid=21102047369681

Unknown Author. (2009). The wall street journal. How to reduce employee turnover. Retrieved from http://guides.wsj.com/management/recruiting-hiring-and-firing/how-to-reduce-employee-turnover/