Question

Prince George Native Friendship Centre The Prince George Native Friendship Centre (PGNFC ) is a social service agency whose mission is to "facilitate individual , family and community growth through the power of friendship .PGNFC has four meeting rooms which can be rented out and used for community events . Their social enterprise is their Gathering Place Hospitality and Catering services , based out of their Smokehouse Kitchen , which operates an employment training program . Offsite catering customers have included Meals on Wheels , a residential shelter , and a soup bus program . Started in 1998 , the Smokehouse Kitchen Training Program provides Aboriginal participants with the practical knowledge , skills , and experience required to acquire entry -level employment in the food industry or to access post -secondary education in a related field . Two dozen participants are trained each year in a full commercial kitchen with a restaurant and catering department that cater events ranging from box lunch drop -off to full -service in-house catering . Participants also receive job placements for work experience . The program provides participants with the necessary information , tools , and support they need when exploring , seeking , securing , or re-entering the food service and hospitality industry . In addition , [their ] participants receive employment assistance services that include career planning , job skills , interest , job leads , and skills development . Over the years the Smokehouse Kitchen Program participant completion rate is averaging around 70 percent . The majority of participants that complete the Smokehouse Kitchen Program go on to employment in the food service industry Question 1 6 points) Identify and explain four ways this organization demonstrates corporate social responsibility that supports participants in their development through this program ?

a) Choose a job you are familiar with Design a new employee onboarding program for that job.

b ) Explain how your program contributes to effective socialization , performance , and employee retention.

c)What are the risks and rewards to employers that provide educational benefits such as tuition reimbursement to their employees ? Are the risks worth the rewards ? Discuss .

Answer 1

a) A new employee Onboarding program is a process to make the new hire familiar with the company's culture and ethics. The program also provides abundant resources to help the new employee become an active member of the team. For example: In the case of a new sales employee, the Human Resource manager will first introduce its goals and aims. It will help the employee to make a clear picture of the efforts that he has to put in. Another step is to inform the employee about the salesperson's basic ethics and the extent of his power and authority. In the end, the manners will provide him the data and necessary resources to continue the tasks.

b) The orientation of the employee will help him/her to identify the superiors and subordinates. The employee will be able to socialize with every strata of the company. It will also increase the chances of team management and increased team spirit. If an employee knows the company's basics and has abundant resources to carry on the processes, he/she can efficiently perform all the operations. If an employee does not know anything about the enterprise, he/she will take most of the time to understand the organization.

c) Tuition reimbursement refers to an agreement that involves that the employer has agreed to pay for the employee's further studies. The risk in this scenario is that the employee might leave the company, and all the development strategies and money will go in vain. The other risk is if the employee decides to go abroad, then he/she might decide to settle abroad. Hence, there is a risk in teaching the employees. On the other hand, rewards of this type of scenario include employee satisfaction and trust.