Week 5 Discussion Board
Watch “Being Informed to Trauma” e and read “Guidelines for a Vicarious Trauma-Informed Organization” ¥, How can HR champion trauma-informed organizational practices in the 4 stages of employment: pre-employment, onboarding, and orientation, ongoing employment, and off-boarding? Give at least one example for at least two stages and the reasoning behind your example. You can choose to either do a presentation with a screen recording and voiceover, a webcam video, or a written text reply.
Week 5 Discussion: Trauma-Informed Organization
Employment is nothing but the process in which two parties are involved one party is the organization or call the employer and the other party is the person candidate or employee who does the work for an organization and gets paid for the work
Talent management is the process that involves attracting and retaining employees who are beneficial to the organization, developing and improving their skills, and continuously motivating them to improve their performance
HR champions trauma-informed organizational practices in the 4 stages of employment: pre-employment, onboarding and orientation, ongoing employment, and offboarding as follows: –
Pre-employment -The organizational practice that can be done in pre-employment is managing staffing levels as per business needs. It is the first level and at this level, the main work is done is all of the management of the staff. The work which is done by the staff is being informed and the proper management of them is done.
Onboarding and orientation– The organizational practice that can be done at the time of onboarding and orientation is proper two-way communication. Here in the case of the onboarding of the employees, all the information of the employees gathered who are selected by the organization. In the orientation, information related to the organization is provided. It is done so that the employees can able to understand and know the organization and its work and all about things (Ansar & Baloch, 2018, p.5).
Ongoing employment – The organizational practice that can be done at the time of ongoing employment is to communicate the performance expectations and conduct the meeting etc. Here the employer of the organization provided information to the employees on what work they need to perform in the organization. Here proper communication is done about what kind of work needs to be done and how to perform the work accurately so that the employees do not feel a problem in the completion of the work.
Offboarding– The organizational practice that can be done at the time of offboarding is to provide feedback and the report of the employee. Here in this place, feedback is provided to the employees about the work which they have done. Here the information is provided on how they have performed the work in the organization (Atrizka et al. 2020, p.5). If any changes can be made in the work are provided the information to them so that they can able to bring the changes to that part of the work.
Example – At the time of orientation and ongoing employment the manager can tell the employees or new joins about the performance that the organization expects from them and also the goal of the organization because every organization sets the performance criteria that need to be attained by every employee of the organization
The other example is that in the offboarding the employee provides feedback on their work and explains to them the things they should be careful of while doing the work. So that the work can be done with more accuracy.
References
Ansar, N., & Baloch, A. (2018). Talent and talent management: definition and issues. IBT Journal of Business Studies (JBS), 1(2).
Atrizka, D., Lubis, H., Simanjuntak, C. W., & Pratama, I. (2020). Ensuring Better Affective Commitment and Organizational Citizenship Behavior through Talent Management and Psychological Contract Fulfillment: An Empirical Study of Indonesia Pharmaceutical Sector. Systematic Reviews in Pharmacy, 11(1).
