New-Hire Orientation Process - SHRM

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Orientation and
training program

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In the session of the initial orientation of the new employees, the activities of AFLAC will be
described to understand the details of the organization which will include the structures, culture
of the company, board of directors and the general information about the organization. In every
organization, training is required for new and existing employees. The HR department will be
responsible for providing an effective workforce. Training sessions will be designed interactive
which will provide the details and will help in interacting with the new employees (Elnaga and
Imran, 2013). In this program, the introduction of the company will be given and the tour of the
facilities will be given an introduction with the co-workers will be done with the sales team.
The components which are required to be included in the training program for making it
successful are endurance, strength, movement economy, speed, recovery, and mental fitness. The
training program will include the analysis of competence skills which will include leadership
skills, writing and communication skills. The training of leadership will be provided to the
employees. Training and development programs will be included in the strategic planning of
employees from different cultures (Jehanzeb and Bashir, 2013). It will address the issues,
programs, and outcomes. A career map will be provided regarding the occupation for the
positions, assignments, assisting the employees in acquiring the competencies. The transparent
information must be provided regarding the jobs to be done and policies will be explained which
are required to be considered for performing the jobs. Multiple delivery systems will be included
for the different learning styles which will include the methods for transferring the information.
Communication strategy and plan will be designed for addressing the audience from different
backgrounds. The competencies that will be included in the training will be analyzing the need as
well as proposal, building trusts, communicating effectively, demonstrating adaptability, driving
the results and strategic thinking (Latif. 2012).
The employees will be hired from different backgrounds and they are different from
demographic characteristics that will require the training in different ways. Diversity program
will be considered for delivering the development and training to employees.
The criteria which will be used for the analysis of the success of the training program after one
year will be done by measuring the performance of the employees. The tools will be used for
analyzing the performance of the employees who are assigned to hem. Their monthly
performance will be evaluated for checking that performance is improving or not (Potnuru and