`On the Job`

Who is responsible for these problems

Wes is responsible . His primary responsibility is to staff his positions and retain those employees . It seems he has quite a problem with this . If he has hired incompetent people , then he is not versed in staffing procedures . A good manager knows how to look at an applicant and see not only their momentary appeal but what they can add to the organization in the long run . The fact that he has had four office managers in six years reflects poorly upon him . His office seems

unorganized and unproductive . This is his problem for not bringing stronger leadership and competency to the table . It takes much more effort to recruit than to retain and it seems as if he is failing on both accounts

How should Wes have integrated Amy into the organization

He should have integrated her using a four prong system . The first is to implement a strong orientation program , as I will describe below Sitting someone at a desk , with a mound of work does nothing but foster frustration . If he would take time to organize an orientation program for all new employees , it would save time in the long run and increase his retention rates

The second step is integration . This is the process of allowing her to wade into the organization 's procedures instead of just jumping in and trying to swim . The integration process starts with teaching basic policies and clarifying the scope of her position . She needs a clear indication of what she can and can not do . This training should include how to complete the components of her job and who should check her progress . This training should encompass all those little details such as what form applies to which situation , how many copies are needs , who needs to sign off on it etc . These are things that people take for granted . New employees do not know standard procedures and difficult situations can develop from this omission

The third step is development . There is no way an employee can develop their potential if they are frantically trying to fit in Development takes place after the employee has taken the first steps of understanding their basic duties and completing them effectively . Then their talents should be taken into account and used to the organization 's advantage . They should be allowed to add to the whole Instead of just following directives , they should be able to create their own goals . Further education or training must be made available to expand their job and their abilities in to allow them to add to the organization 's overall culture

The last step is follow up and unfortunately it is the one most neglected in the professional world . So many times people feel unfulfilled , under appreciated and frankly bored because they have been doing their job well for so long and no one cares or notices . By introducing a quarterly follow up meeting , achievement can be recognized , training...