Design a three day orientation training program

The considerations for developing a training program are as follows:. Can you think of a time where you received training, but the facilitator did not connect with the audience? Does that ever happen in any of your classes of course not this one, though? The first step in developing a training program is to determine what the organization needs in terms of training.

There are three levels of training needs assessment: organizational assessment A type of needs assessment that allows us to determine the skills, knowledge, and abilities a company needs to meet its strategic objectives.

We can apply each of these to our training plan. We can also see how jobs and industries are changing, and knowing this, we can better determine the occupational and individual assessments. Researching training needs can be done through a variety of ways. One option is to use an online tool such as SurveyMonkey to poll employees on what types of training they would like to see offered.

As you review performance evaluations turned in by your managers, you may see a pattern developing showing that employees are not meeting expectations. As a result, this may provide data as to where your training is lacking. There are also types of training that will likely be required for a job, such as technical training, safety training, quality training, and professional training. Each of these should be viewed as separate training programs, requiring an individual framework for each type of training.

For example, an employee orientation framework will look entirely different from an in-house technical training framework. Training must be tied to job expectations. Any and all training developed should transfer directly to the skills of that particular employee. Reviewing the HR strategic plan and various job analyses may help you see what kind of training should be developed for specific job titles in your organization.

After you have determined what type of training should occur, learning objectives for the training should be set.

A learning objective Something you want your learners to know after the training. Good learning objectives are performance based and clear, and the end result of the learning objective can be observable or measured in some way. Examples of learning objectives might include the following:.

Once we have set our learning objectives, we can utilize information on learning styles to then determine the best delivery mode for our training. Understanding learning styles is an important component to any training program. For our purposes, we will utilize a widely accepted learning style model. Recent research has shown that classifying people into learning styles may not be the best way to determine a style, and most people have a different style depending on the information being taught.

In a study by Pashler et al. Bearing this in mind, we will address a common approach to learning styles next. Most individuals use more than one type of learning style, depending on what kinds of information they are processing. For example, in class you might be a visual learner, but when learning how to change a tire, you might be a kinesthetic learner.

Depending on the type of training that needs to be delivered, you will likely choose a different mode to deliver the training. An orientation might lend itself best to vestibule training, while sexual harassment training may be better for web-based training. When choosing a delivery mode, it is important to consider the audience and budget constrictions. For example, Oakwood Worldwide, a provider of temporary housing, recently won the Top Training Award for its training and development programs.

It offers in-class and online classes for all associates and constantly add to its course catalog. This is a major recruitment as well as retention tool for its employees. In fact, the company credits this program for retaining 25 percent of its workforce for ten years or more. Table 8. How much money do you think the training will cost?

The type of training performed will depend greatly on the budget. If employees are in training for two hours, what is the cost to the organization while they are not able to perform their job? Taking into consideration the delivery method, what is the best style to deliver this training? Considering this, what kinds of ice breakers, breakout discussions, and activities can you incorporate to make the training as interactive as possible?

Role plays and other games can make the training fun for employees. Many trainers implement online videos, podcasts, and other interactive media in their training sessions.

This ensures different learning styles are met and also makes the training more interesting. Considering your audience is an important aspect to training.

How long have they been with the organization, or are they new employees? What departments do they work in? Knowing the answers to these questions can help you develop a relevant delivery style that makes for better training.

For example, if you know that all the people attending the training are from the accounting department, examples you provide in the training can be focused on this type of job. If you have a mixed group, examples and discussions can touch on a variety of disciplines. The content you want to deliver is perhaps one of the most important parts in training and one of the most time-consuming to develop.

Development of learning objectives or those things you want your learners to know after the training makes for a more focused training. Think of learning objectives as goals—what should someone know after completing this training? Here are some sample learning objectives:. After you have developed the objectives and goals, you can begin to develop the content of the training. Consideration of the learning methods you will use, such as discussion and role playing, will be outlined in your content area.

Development of content usually requires a development of learning objectives and then a brief outline of the major topics you wish to cover. Based on this information, you can develop modules or PowerPoint slides, activities, discussion questions, and other learning techniques. For some types of training, time lines may be required to ensure the training has been done. This is often the case for safety training; usually the training should be done before the employee starts. In other words, in what time frame should an employee complete the training?

Another consideration regarding time lines is how much time you think you need to give the training. Towhidur Rahman Jaheda Sultana Md. Tanvir Hossain. Premium Management Words 12 Pages. Many new employees have trouble in the beginning step of their work. Orientation programs help that new employees successfully fit into new positions. Premium Employment , Program Words 8 Pages. It all boils. HOME Design a three day orientation training program. Depending on the person, anxiety can have a crippling effect, impeding the ability to learn about their new job effectively.

Orientation helps to ease the new employee into the workplace while guiding them through the first awkward days on the job. The benefits of a proper orientation far outweigh the costs, as they can help the employee get acclimated to the job and workplace culture much more quickly, reducing the time and costs associated with learning the job.

An orientation serves to show the employee that they are valued by the organization and support their success by providing the tools they need to do the job. When human resources presents an initial orientation that covers all the topics, supervisors and coworkers are less likely to have to take time out of their days to teach the employee about company policies, where everything is and how to work the necessary equipment.

When these items have already been covered, management and coworkers need only to help reinforce the concepts. Expectations should be clearly set and new employees should be excited about becoming productive members of the team. To map out the orientation process to get the maximum payoff, try following the steps below to get started:. From the time the new employee walks in the door, the focus should be on easing their anxiety. Having an agenda outlined for the first few days will help the employee know what to expect.

They should be escorted around the office to be introduced to everyone on their team, and their direct supervisors should have some one-on-one time with them, preferably an off-site lunch, where both parties can feel more at ease. New employees should be made aware of rules and policies right away to help them avoid the blunder of accidentally doing something embarrassing. Basic topics to cover should include parking, signing in if applicable , breaks, etiquette and any other policies that are super important for every employee to follow.

During their first week on the job, new employees should meet with their supervisor to have an in-depth discussion about job responsibilities and objectives. The employee should be prepared to ask questions to gain a clear understanding of their expectations, tasks and priorities. Related: Documentation in the Workplace.

Starting a new job is exciting. Here are a few tips to make the process as anxiety-free as possible:.