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Part 7 Planning and Evaluation of the Orientation and Training in Personnel Planning
Ana M Kiefer
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
Instructional
Strategies
*Practice Feedback
*Overlearning
*Behavioral modeling
*Error-based examples
*Reinforcement/immediate
confirmation
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
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.
Nature of training
Subject Matter
Number of trainees
Individual versus team
Figure 4: Possible Costs and Benefits in Training provided by Cengage Learning 2014.
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
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
Reference:
Mathis, R., Jackson, J., Valentine, S. (2014). Individual/Organization Relations and Retention.