Biomedical Engineering Reference
In-Depth Information
behave as though they feel that they will never see the new
hires again, once the sessions are completed, no matter how
large the organization. Each facilitator must recognize the
value of the program and be willing - even eager - to help
welcome the new hires to the organization. These points
about facilitator performance are important because they
may be overlooked due to the cross-functional nature of the
program. The coordinating committee should be responsible
for reviewing not just program content but facilitator
performance as well, to ensure these contents and
performances are aligned with organizational goals.
Because of the breadth of topics addressed in a NEO
program, the multiplicity of departments involved, and the
crucial need to convey the information in a timely fashion,
the NEO program should be proceduralized. This SOP can
be developed from several sources, including:
■
the charter for the coordinating committee;
■
the various subject matter experts involved from the
several departments; and
■
the agenda for the NEO program that has been approved
by the various departments, with all the times, facilities,
materials, and responsibilities clearly delineated.
6.7 Conclusion
This chapter has addressed several issues that emerge in the
development of a NEO program for GXP compliance. NEO
is a critical step that a new hire or transferred employee takes
in an organization. This is a step in the path to reach his or
her fi rst performance review. The path itself is an early
segment of the employment life-cycle, the comprehensive
process every employee goes through from recruitment to
