SMC is currently faced with some challenges that will determine whether or not the organization will succeed or fall short of its goals. Taking into consideration the demand for SMC's product increase, a workforce where fifty percent of the employees are bilingual, and our need to globalize and diversify our organization, the company's employee development and training department must step forward and address these factors by strengthening and / or re-evaluating the previous steps we have adopted in the past by creating new and improved training and development programs. Let us look at the previous programs that we have implemented. Education and Career Development SMC has implemented various educational and career development methods to help our employees achieve their career or development goals by creating the following: . Educational Reimbursement Program - Provides financial assistance for educational courses that encourages self-development, improves current job-related skills, and helps with career development within SMC... Internal Development Program - Provides computer-based training (e-Learning), mentoring programs, and development courses (self-study).

Using these programs as a foundation and then building upon them to increase their potential will be a greater benefit for our employees. Educational Reimbursement Program The Educational Reimbursement Program targets individuals who would like to continue their formal education by obtaining a college degree. By investing in our employees, the return benefits both the employee and employer. Employees are appreciated while enhancing their value to the company as their knowledge and skills increase.

SMC would improve upon this program with the following: . Scheduling flexibility - SMC will structure working hours to accommodate school schedules. Fast Track Program - Employees will be able to advance quicker within the organization if they complete their degree These improvements will show our workers that we are interested in their self-improvement -- and that can pay off big in employee retention and enthusiasm. Internal Development Program We can increase our retention rate by setting employees up for success from day one with our orientation process. Following this with good cross training, sharing information, involvement, and communication can increase the internal development program. In business today, the front line employee wants to be valued.

Here are three ways we can improve our internal development program: 1. Improve our orientation program First, we should start out on the right foot by creating a successful orientation program for SMC's human resource department. When people start a new job, they are more concerned with themselves. Over time, they become aware of how they fit into the team, and later if properly orientated, they see how they fit into the big picture. It goes from, "What am I trying to accomplish?" in the early months, to "What are we trying to accomplish?" months down the road.

By creating a formal orientation program, we are able to control what employees are exposed to from the beginning. If we cannot wait to start a new employee on the day of orientation, we can at least pair up the new hire with a positive employee who will make a good impression. SMC will not wait too long to introduce the culture of the organization. Employees are extremely impressionable their first days on a new job. 2. Sharing information We can increase our chances of keeping employees if we have good communication.

Again, we should make them a part of the team by involving them in the process. Holding weekly department meetings and using that time to update and educate them will broaden the organizational knowledge of our employees. Sharing articles from industry publications so they know what the competition is doing and asking employees to share feedback and ideas will make employees feel important. 3. Cross training employees Cross training employees help to improve internal development. We are not only molding the future leaders of our company, but we are also creating a group of people who can do anything we need them to do.

This creates a sense of pride and teamwork, keeping entry-level workers from reaching burnout as quickly. Cross training is important in creating the team. As employees adjust to the culture of our organization, their thinking goes from "How is my performance?" to "How is my team's performance?" We will not have to spend as much time interviewing applicants and training new people due to turnover if SMC spends a little extra time at the beginning.