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Running head: PLAN EVALUATION ORIENTATION AND TRAINING PERSONNEL 1

Part 7 Planning and Evaluation of the Orientation and Training in Personnel Planning

Ana M Kiefer

Tarleton State University


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A successful Human Resources Department will provide an efficient selection process

that includes proper strategies towards retention and good practices. By monitoring closely

higher performer employees it adds value to the organization. The orientation process is an

investment since turnover is costly to the organization. When we look at all the training time,

knowledge and skills lost which leads towards to poor morale and low productivity from the

other employees is detrimental for the organization. The Human Resources department must

ensure retention of all the talented individuals within the organization by providing an efficient

training program.

The Human Resources Department can collect feedback provided by new hires and

managers to keep an updated orientation process. This process can include updated OSHA

training, skill assessments, and proper engagement with the expectations of the organization.

Once the Human Resources Department has established the core objectives of the position a

proper training design can be initiated which can potentially leads towards job satisfaction.

Once the orientation process starts the new hire must be ready to embark the new journey

to be part of the team of the organization. The new employee must have the motivation and

confidence to see the value of the new skills they are learning through the process. The feedback

provided by the new hires will provide valuable information about their learning skills and

possible further training requirements depending on their learning styles. The Human Resources

Department must ensure all the training objectives are measurable and they are focusing on the

company overall improvement and success of all their employees.


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Figure 1: Training Design Elements provided by Cengage Learning 2014.

Instructional
Strategies
*Practice Feedback
*Overlearning
*Behavioral modeling
*Error-based examples
*Reinforcement/immediate
confirmation

Learner Training Transfer


Characteristics *Overview of training
*Ability to learn content
*Motivation to learn *Strategic link
*Self-efficacy *Supervisor Support
*Perceived utility/value *Opportunity
*Learning styles *Accountability

The Human Resource Department must focus on the proper training of the managers as

well. By providing the proper tools with appropriate training; managers can set up the proper

expectations towards the possible trainers prior the new employee arrival. They can start

reviewing past phase training logs and setting up new expectations that can allocate new

measurable objectives that will limit frustrations between Senior employees and the new hire

ensuring a successful phase training process.


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The Veterinary Practice must take in consideration all the possible costs involved in the

training and the development of the new hire. Time and effort are crucial for the development of

a strong training plan and all employees involved must also benefit of the new updated benefits.

The Human Resource Department can close monitor all these metrics and will ensure proper

retention if all the costs and benefits are well balanced. Proper training promotes a successful and

safe work environment in which promotes the employees to work harder for better benefits based

on compensation and skills. The design and execution of the training will be based on balancing

proper methods of delivery for the employee understand a clear message of job expectations.

Figure 2: Common Training Variables provided by Cengage Learning 2014.

Nature of training
Subject Matter
Number of trainees
Individual versus team

Variables Self-paced versus guided


Training resources/costs
E-learning versus traditional learning
Geographic locations involved
Time allotted
Completion timeline
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Figure 3: Training Delivery Options provided by Cengage Learning 2014.

Internal to the External to the


Organization Organization
• Traditional classes • Third-party delivery
• On-the-job training training
• Self-guided training at • Web conferences
the company portal • Training at outside
• Mentoring/coaching location
• Job shadowing • Podcasts
• Developing teachers • Educational leave
internally • Blended training
• Cross training • Teleconferencing
• Training projects
• Group-based classroom
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Figure 4: Possible Costs and Benefits in Training provided by Cengage Learning 2014.

Typical Costs Typical Benefits


*Trainer's salary and time
*Increase in production
*Trainee's salaries and time
*Reduction in errors and
*Materials for training accidents
*Expenses for trainer and *Reduction in turnover
trainees
*Less supervision necessary
*Cost of facilities and
*Ability to use new
equipment
capabilities
*Lost productivity
*Attitude changes
(opportunity cost)
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A crucial aspect of evaluation of the training process is to continuously ask for the

feedback of the trainers and trainees. This method of metrics can evaluate the reaction, levels of

learning, behaviors and the results of the trainers and trainees based on their feedback provided

during the process. The potential of the creation of a new improved phase program with new

benefits offered to all employees may be reasonable approach after reviewing all the metrics

collected through the process. The evaluation of metrics can lead towards a return on investment

which significantly determine the potential costs and savings that can be compared with other

similar organizations. The American Society for Training and Development, the American

Productivity and Quality Center and the Saratoga Institute offers comparable data from other

organizations based on their training and benchmarking.

The Veterinary Practice can look into these organizations and add value to their training

expectations. Currently a high turnover problem in veterinary medicine has been an issue in

these past years due to lack of proper compensation based on skill levels and training. The

Practice Manager should look at the data acquired and provide an efficient solution to retain high

performer employees. The Veterinary Practice can provide efficient training to their employees

by providing web-based courses, conferences and/ or on-site training with senior employees that

can provide new skills towards other employees who need further training. By looking into all

these scenarios, the veterinary practice can potentially benefit by increasing the morale of the

employees and provide a new skill based level compensation salary. We must encourage the

employees towards productivity and at the same time we must value their time and efforts

provided in the practice.


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Reference:

Mathis, R., Jackson, J., Valentine, S. (2014). Individual/Organization Relations and Retention.

Human Resource Management. 8, 257-291. Connecticut: Cengage Learning.