Running Case: LearninMotion.com

The New Training Program "I just don't understand it," said Pierre. "No one here seems to follow instructions, and no matter how many times I've told them how to do things, they seem to do them their own way." At present, LearninMotion.com has no formal onboarding and training policies or procedures. Jennifer believes this is one reason why employees gen crally ignore the standards that she and Pierre would like them to adopt

inquiries. As another example, the web surfer is supposed to get a specific email address with a specific person's name for the salespeople to use; imtead he often just comes back with an information email address from a website. The

list goes on and on Jennifer feels the company has had other problems because of the lack of adequate employee training and orientation. For example, a question came up recently when employees found out they weren't paid for the Canada Day holiday. They assumed they would be paid, but they were not. Similarly, when a salesperson left after barely a month on the job, there was considerable debate about whether the person should receive severance pay and accumulated vacation pay. Other matter to cover during an orientation, says Jennifer, include company policy regarding Lateness and absences, health and hos pitalization benefits (there are none other than workers' compensation); and matters like maintaining a safe and healthy workplace, personal appearance and cleanliness, personal telephone calls and email, substance abuse, and cating on the job

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Several examples illustrate this problem. One job of the web designer her name is Maureen is to take cus tomer copy for banner ads and adapt it for placement on LearnInMotion.com. She has been told several times not to tinker in any way with a customer's logo: Most com panies put considerable thought and resources into logo design, and as Pierre has said, "Whether or not Maureen thinks the logo is perfect, it's the customer's logo, and she's to leave it as it is." Yet just a week ago, they almost to it as it is." Yet just ago, they almost lost a big customer when Maureen, to "clari the C tomer's logo, modified its design before posting it on LearninMotion.com

That's just the tip of the iceberg. As far as Jennifer and Pierre are concerned, it is the sales effort that is completely out of control. For one thing, even after several months on the job, it still seems as if the salespeople don't know example. LearninMotion. what they're talking about. For example, Learn in Motion. com has several co-brand arrangements with websites like

Jennifer believes that implementing orientation and training programs would help ensure that employees know how to do their jobs. She and Pierre further believe that it is only when employees