Apex Door Company

Case: Reinventing the Wheel at Apex Door Company

1. Training is defined as a method used to give new and present employees the skills they need to perform their jobs. It is a learning process that maximizes work productivity, provides adequate practice, and a way to develop oneself. Clearly, Apex Door's so called training process is not training at all. In training your employees, the HR department or the office supervisor should provide a training manual which explains all there is to know about the policies, procedures, rules, and expectations from them. Hiring employees doesn't end in selecting the right people. We shouldn't assume that they already know how to work the ropes in the company. They maybe fit to do the job based on interviews and examinations but it will be difficult for an employee to do his/her job if he/she does not know where to start and how to act, respond or relate to co-workers, managers, or critical situations. Through training, we are able to integrate employees in the organization's culture and it gives an opportunity for employees to establish a harmonious and efficient work place. Apex Door's lack of a training process leads to employees doing things their own way. They don't know where to start and what is expected from them. Lack of a training manual leaves employees clueless which will lead them to do things their own way. Out-dated job descriptions fail to reflect the real duties of employees and what's expected from them. Having employees who filed for resignation train incoming employees isn't such a good idea either because there is no commitment involved in the “training/teaching”. The HR department or the supervisor should be the one conducting such trainings to make them feel welcome and at east. Each organization has a way of running their business their own way, we shouldn't expect new employees to know these culture at first hand. Lack of training for current employees contributes to their lack of...