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SNCOA LDR-301S Leading Organizations (SNCOA Test 1): Questions And Detailed Answers
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SNCOA LDR-301S Leading Organizations (SNCOA Test 1): Questions And Detailed Answers
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SNCOA LDR-301S Leading Organizations (SNCOA Test1): Questions And Detailed Answers
6 ways to improve outdated onboarding program. Right Ans - 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 Right Ans - 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 Right Ans - 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 Right Ans - 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 Right Ans - Divisional
Decentralized
Matrix
Functional
Flat
Onboarding vs. Training Right Ans - 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
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