SADA Orientation and Training Programs

Once SADA select employees, they must be prepared to do their jobs, which is when orientation and training come in. Orientation means providing new employees with basic information about the SADA organization. Training programs are used to ensure that the new employee has the basic knowledge required to perform the job satisfactorily.

Orientation and training programs are important components in the processes of developing a committed and flexible high-potential workforce and socializing new employees. In addition, these programs can save employers money, providing big returns to an organization, because an organization that invests money to train its employees results in both the employees and the organization enjoying the dividend.

SADA Orientation:

Orientation programs not only improve the rate at which employees are able to perform their jobs but also help employees satisfy their personal desires to feel they are part of the organization’s social fabric. The HR department of SADA generally orients newcomers to broad organizational issues and fringe benefits. Supervisors of SADA complete the orientation process by introducing new employees to co-workers and others involved in the job.

Training Needs:

According to SADA Simply hiring and placing employees in jobs does not ensure their success. In fact, even tenured employees may need training, because of changes in the business environment. SADA organize trainings for employees for:

•Introduction of new equipment or processes

•A change in the employee’s job responsibilities

•A drop in an employee’s productivity or in the quality of output

•An increase in safety violations or accidents

•An increased number of questions

•Complaints by customers or co-workers

Evaluating Employee Performance:

Employee performance is evaluated regularly by SADA. Employees want feedback—they want to know what their supervisors think about their work. Regular performance evaluations not only provide feedback to employees, but also provide employees with an opportunity to correct deficiencies. Evaluations or reviews also help in making key personnel decisions, such as the following:

•Justifying promotions, transfers, and terminations

•Identifying training needs

•Providing feedback to employees on their performance

•Determining necessary pay adjustments