Developing Orientation Program

Topics: Human resources, Human resource management, Employment Pages: 10 (2110 words) Published: January 21, 2015


Instructional Design Proposal
Jessica Carabeo
Saint Mary's University of Minnesota
Schools of Graduate & Professional Programs
HRM 604 – Developing Human Capital
Coy Hillstead
October 20, 2013
Company Overview
Med-Eval is a privately owned organization in the Worker’s Compensation and insurance industry. Established in 1994, in Northern Virginia, they are the leading provider of independent medical evaluations and discounted medical diagnostic testing for workers’ compensation, automobile, general liability and non-occupational disability claims. Med-Eval handles all administrative functions from the time of the referral until the medical report is delivered to the requesting party. Their goal is to focus on providing excellent customer support while providing high level services to clients all over the country. It is a relatively small company, employing fewer than one hundred employees, many of which are located at the corporate site in Sterling, Virginia.

Med-Eval provides an innovative solution to insurance providers by providing medical examiners that are board certified in their specialties and subspecialties. All physicians that are contracted with Med-Eval are qualified and free from sanctions or judgments that could compromise their credibility on medical reports. They also provide these services through the United States, so they can be relied upon to locate a qualified provider virtually anywhere. Lastly they provide discounted diagnostic service for Worker’s compensation insurance providers, again with facilities available all over the country.

The corporate human resources team recently conducted a thorough needs assessment in April of 2013, and found many positive happenings and programs already in place in the company. There were however, several issues that they found during this process that needed to be addressed if they wanted to find continued success in the industry. One major concern that corporate human resources and management felt needed to be addressed immediately was the high turnover rates within the company. The assessment also showed low employee satisfaction, and much of the staff expressed concern with the fact that was no orientation or onboarding program in place, and they were often left to learn the job on their own. There was no formal orientation, with employees spending about 30 minutes with one of the human resource managers to discuss benefits and fill out paperwork, and then about a day being trained by fellow employees on how the computer systems work, and how to schedule patients for various studies or evaluations. Human Resource Development Intervention

Once the needs assessment had been completed, human resources determined that changes needed to be put into place in order to improve employee satisfaction levels, to reduce turnover rates, and to employ a more standardized onboarding and orientation process. If was felt that much of the emphasis should be placed on developing an onboarding process and training program, and in doing so it was felt that the turnover rates would drop and the satisfaction rates would rise. Therefore an action plan was implemented in order to create an onboarding an orientation program. According to author Patricia D’Aurizio (2007), there are three key elements of a successful onboarding program. These include a clearly identified process, having the support of managers and other organizational leaders, and making sure there is timely follow up at the close of the orientation class. Because there was no formal onboarding program or orientation program in place, it was quickly realized that these were all areas that required improvement. There was no traditional onboarding process. Employees were brought in, and immediately put to work with very little training. The expectation was that they would learn about the values of the company as they worked. Training was limited and provided on the job. This...

References: Graybill, J. O., Carpenter, M., Offord Jr, J., Piorun, M., & Shaffer, G. (2013). Employee onboarding: identification of best practices in ACRL libraries. Library Management, 34(3), 200-218.
Werner, J. M., & DeSimone, R. L. (2012). Human resource development. Mason, OH: South-Western.
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