How Amazon Employees Are Different From Other Online Shopping Employees, Essay Example

Training objectives

Training objectives include new employees being well versed in how to follow protocol such as customer complaints, customer satisfaction, etc. as well as training employees to be adept at navigating the online shopping site.

Training methods with reasons

Employees will be trained by shadowing another employee, this way there’s not only training occurring but also a culture being infused in the employee that will lead to less turnover (Lipman, 2013, para. 10). Employees will also be cross-trained so that they feel they have room for growth in other departments, the company isn’t dependent on one employee in one area but can use all resources, and for the employees benefit so they don’t get bored (Beesley, 2012, para. 8). Employees will not only be trained by a mentor but will also be trained online as this is a cheap source of training as well as it frees up other employees to continue with their regular jobs and thus saves the company time and money (Beesley, 2012, para. 10).

Proposed instructors

The proposed instructors will be employees from Amazon: not only human resource staff but also employees who’s work the company wishes to duplicate. Thus, an employee’s quarterly reviews will be a good place to start in order to find appropriate mentors. After this initial evaluation, HR will assess the ability and compatibility between new employees and existing employees in order to ensure a cohesive relationship that ultimately benefits the company.

Training outline

Training (paid) will be done on a two-week basis. New employees will rotate between trainers in order to ensure different methods of company policy are being used and applied (this will help create and encourage innovation as the employee will get a sense that there is no one way to do something but instead encourages thinking creatively that may lead to a better way of doing something). New employees will rotate to at least five other employees to ensure lack of hegemony. Employees will be trained in at least three other departments in order to ensure the employee understandings the infrastructure of the company and knows what department suits them best and where to aim for potential internal hiring and promotions.

Training materials needed

The company will need the following materials:

• handbooks (so employees are familiar with company policy such as vacations, sick leave, dress code, sexual harassment, etc.)
• each employee needs to be assigned a laptop with personal pass codes
• ID card (needed to access certain doors and levels of the company)
• Online training guide/test (to ensure a new employee fully understands their role, the company’s function, and policy)

Evaluation plan

Short

Short-term evaluation of an employee will function as follows: after the first month then again five months after that, then once every six months. Employee’s strength and how they’ve improved and how they still need to improve. Employees will be evaluated by their strength in new technologies, how adept they are at handling mass call volumes, multi-tasking, etc. The short-term evaluation will depend more on the process evaluation (i.e. how well the employees are implementing programs)

Long term

Long-term evaluation of an employee will function as follows: once every six months with increases to salary at 8-12% depending on review. If an employee is unsatisfied with their work, with the company, or with their role with the company these evaluations will serve to direct an employees needs matched with the company’s needs and either place the employee in a different department or discuss letting them go. Other long-term evaluation will include questionnaires from their peers to see how well they are getting along as well as peer-evaluation. Long-term evaluation will depend more heavily on outcome evaluation (i.e. measuring an employees outcome in regards to the business as well as their effectiveness) (NYS Health, n.d., para. 1).

Works Cited

Beesley, C. (2012). 8 tips for training your small business employees on a budget. SBA. Retrieved from http://www.sba.gov/blogs/8-tips-training-your-small-business-employees-budget

Lipman, V. (2013). Why employee development is important, neglected and can cost you talent. Forbes. Retrieved from http://www.forbes.com/sites/victorlipman/2013/01/29/why-development-planning-is-important-neglected-and-can-cost-you-young-talent/

NYS Health. (n.d.). Key questions to inform you evaluation plan. Retrieved from http://nyshealthfoundation.org/our-grantees/grantee-resources/key-questions-to-inform-your-evaluation-plan