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SNCOA LDR-301S Leading Organizations Exam Questions and Answers
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SNCOA LDR-301S Leading Organizations Exam Questions and Answers
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SNCOA LDR-301S LeadingOrganizations Exam Questions and
Answers
6 ways to improve outdated onboarding program. - Answers -1. Take a proactive
approach (plan the first day)
2. offer a proper orientation (prior to onboarding; tour the facility, intro company tech;
overview mission & goals; company org chart; expectations & culture) Use screen-
sharing software
3. make onboarding interactive (engaging trng content; quizzes, videos, webinars -
gamification)
4. personalize the training process (new hires strengths, challenges, & preferences;
meet employees unique needs)
5. make it a social experience (team meeting day one; team building events; encourage
collaboration)
6. solicit and learn from feedback (survey new employees regarding the onboarding
process strength & weaknesses)
10 Onboarding Best Practices - Answers -1. Align the messaging (determine your
onboarding goals; Ensure your messaging is consistent)
2. Plan the first day (meaningful; understand roles & responsibilities; answer questions;
positive first day)
3. Ensure a meeting with manager the first week (creates a sense of belonging;
participated in higher-quality meetings and spent more time collaborating with their
teams than those who did not have the manager meeting within the first week)
4. support the person's authentic strengths (new hires get more satisfaction and
meaning from their work)
5. Use gamification to engage employees (approach was well-received and had a
positive impact on customer satisfaction)
6. focus on social relationships (onboarding should be fun and participative rather than
boring and top-down)
7. Provide mentors to new hires (help ease new hires into their role and work culture;
more invested in the values of the organization than those without a mentor)
8. or provide buddies (assigning a fellow worker as a 'buddy' to help the newcomer
integrate into the workplace and 2) encouraging a new hire to observe a fellow
associate for a period of time)
9. use diverse and blended formal practices (offering more approaches to facilitate
socialization rather than fewer, should be a primary goal of onboarding programs. In
addition, new employees perceived the range of practices as at least moderately
beneficial to their onboarding experience)
, 10. gather feedback (online surveys and facilitate discussions with participants about
ways to improve the onboarding program)
•
Providing a checklist, Facilitate communication, Reinforce existing culture and sense of
purpose, Provide feedback channels
Onboarding vs. Orientation vs training - Answers -Onboarding: Process organizations
use to socialize and acclimate a new employee into the culture and work life of an
organization -helps an organization discover and make use of the unique strengths of
each new employee (Bigger picture/scope)
Orientation: part of onboarding, Onboarding is a lengthy process that includes all of the
practices, programs and policies that help integrate incoming employees into a new
organization. It is a more strategic approach than a conventional orientation and can
take anywhere from 30 days to a year.
Training: specificity of learning job responsibilities
Initial Duty Assignment Worksheet - Answers -The Initial Duty Assignment Worksheet
can be used as a guide to outline the FSS, MPF and commander support staff
requirements to ensure personnel are assigned to a valid
position number, and to facilitate timely and accurate input of current data after an
Airman's arrival.
ORGANIZATIONAL HIERARCHY AND STRUCTURE - Answers -Divisional
Decentralized
Matrix
Functional
Flat
Onboarding vs. Training - Answers -Onboarding: time for new hires to learn the
responsibilities of the position; build a bond between the organization and the
employee; bigger scope within the first 90 days
Training: specificity of learning job responsibilities
Flat Organizational Structure - Answers -lack of middle management; fewer layers of
management; incur smaller expenses on salaries. Savings can accrue from non-
traditional use of external resources as well; A flat organizational structure can yield
several advantages, including costs savings, rapid adaptability, and an innovative
workforce;
Open communication and collaboration are encouraged; more employees are on a
level playing field, more responsibility is placed upon each individual, creating a
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