Photo By Bianca Wilson | Administrative Services (Code 1102) Human Capital Program Manager Martrail Parker...... read more read more
The trial run of Norfolk Naval Shipyard’s (NNSY) revamped New Employee Orientation (NEO) began Dec. 9. Developed by Administrative Services (Code 1102) Human Capital Program Manager Martrail Parker and Quality Assurance (Code 130S) Workforce Development Specialist Nicholas Boyle, this is the first of several trial runs to “find the best fit for new employees and senior leadership: a medium that works for everybody.”
Parker assumed duties of the program after he graduated from the Executive Development Program (EDP) in Sept. 2019. Boyle later became involved with the project when QA Director (Code 130) George Fitzgerald approached him to incorporate aspects of his QA training for employees. “We found the training to be applicable and relevant for the new employees,” Boyle said, “because it gave them the understanding of what quality means and how they are a part of that.” Fitzgerald later became the sponsor for NEO and tasked Parker and Boyle on revamping the program together.
Their ultimate goal is to retain workers by improving the life-cycle of their careers, a process beginning “from the moment an employee is interviewed and receives a job offer, until they get promoted, and start their succession plan,” Parker said. “We want to plant good seeds and help them grow,” added Boyle.
To achieve their goal, there are several changes that Parker and Boyle want to make to NEO. For example, the program will be six days long instead of two, so that the volume of information students are learning in one sitting is not as dense. Additionally, there will be a new question and answer session at the end of each day so the new employees can provide useful feedback to improve the program. This will also give students the chance to review the material they just learned. Additionally, Parker wants to reach out a few months after employees have started working at the shipyard to determine what information and services they have utilized, as well as to expand communication with the new hires.
Both leads also seek to remodel the human capital team to cultivate a good work environment. They plan to become involved in exit interviews to gather the data and find patterns that show what needs to be addressed. Parker believes that by doing this, resources will be saved and the shipyard’s turnover rate will decrease, which will ultimately help get ships out on time.
Aligned with NNSY’s C.O.R.E. values, the new format of NEO shows that the organization has taken ownership to provide a stronger focus on its workforce by providing employees with the basic information needed to succeed, and showing them that they will be respected and cared for by their NNSY community. As Boyle said, “it shows them why they are here and how they will support the mission, so that, as a team, we can strive for excellence.”
| Date Taken: | 01.31.2020 |
| Date Posted: | 01.31.2020 10:23 |
| Story ID: | 361255 |
| Location: | PORTSMOUTH, VIRGINIA, US |
| Web Views: | 237 |
| Downloads: | 0 |
This work, A “NEO” Bright Future: The Glowing Promise of the Revamped New Employee Orientation, by Hannah Bondoc, identified by DVIDS, must comply with the restrictions shown on https://www.dvidshub.net/about/copyright.
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