Orientation and Training Plan

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According to Rue and Byars (2010), “orientation is not a one-time obligation, but an ongoing process” (p. 207). Training of employees can also be defined by this statement. Having an effective orientation and training plan is essential to the success of new employees and the organization as a whole. Ineffective training and orientation creates dissatisfaction with new employees which reduces morale and increases turnover (Giangreco, Sebastiano, & Peccei, 2009). The first step to successful entry of the new employee is planning the orientation.
Orientation starts with the interview. At this time the employee learns about the position, the basic expectations and, in some cases, tours of the work area. This allows the candidate to become familiar with the supervisor and the physical environment. A good impression from both parties sets the stage for a future relationship. Once the candidate has been selected for the position and accepts the job offer, the formal orientation plan can be implemented.
The job description for this orientation and training plan is for a Phlebotomy Tech I (Job Description, 2011). A Phlebotomy Tech I is an entry level position and requires an approved phlebotomy course with an externship or a minimum of six months of prior phlebotomy experience (Job Description, 2011). Orientation is broken down into two separate locations, onsite and offsite.
Offsite orientation is conducted by Human Resources and consists of welcoming the new employee, description of the company and how each employee ties into the roadmap at the organizational level. Behavioral expectations, dress code, benefits, resources for future needs such as leaves of absences, tuition assistance and other personal needs are also covere...

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...ployee, is evaluated by the trainers and the trainee for effectiveness and stays on task to be completed within the required timeframes. The supervisor must also make sure feedback is timely and appropriate. Mistakes need to be corrected, but consistent positive reinforcement needs to be given as well to create trust and to encourage learning (Rue & Byars, 2010).

Works Cited

Giangreco, A., Sebastiano, A., & Peccei, R. (2009). Trainees' reactions to training: an analysis of the factors affecting overall satisfaction with training. International Journal Of Human Resource Management, 20(1), 96-111. doi:10.1080/09585190802528417
Job Description. (2011). Phlebotomy tech I. Laboratory Sciences of Arizona: Human resources.
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Rue, L., Byars, L. (2010). Supervision: Key link to productivity. (10th ed.). New York, NY:
McGraw-Hill/Irwin

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