Effective Orientation and Training Program for AFLAC Employees

This document presents a sample solution focused on developing an orientation and training program for new employees at AFLAC. It details the initial orientation session, emphasizing the importance of understanding the company's structure, culture, and operations. The training program is designed to be interactive, covering company introductions, facility tours, and introductions to coworkers, particularly the sales team. Key components for a successful training program include endurance, strength, movement economy, speed, recovery, and mental fitness. The program also incorporates competence skills analysis, focusing on leadership, writing, and communication. It addresses strategic planning for employees from diverse cultures, providing career maps to assist in competency acquisition. Transparent job information and policy explanations are crucial, with multiple delivery systems catering to different learning styles. The training includes a communication strategy for diverse backgrounds and competencies such as need analysis, trust-building, effective communication, adaptability, results-driving, and strategic thinking. The success of the training program is evaluated after one year through employee performance measurement, using tools to analyze assigned tasks and monthly performance improvements. Employee knowledge and job performance effectiveness are also assessed, with performance evaluations incorporating reviews, feedback, and competency assessments.

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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

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Sahoo, 2016). The knowledge of the employees will be checked on how much they know about
the organization and how effectively they are performing the jobs. Employee performance
evaluation will be done by reviewing, evaluating, feedback and competency will be included in
the analysing the performance. It will be done by setting the evaluation period of the employee's
performances.

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Reference
Elnaga, A., & Imran, A. (2013). The effect of training on employee performance. European
journal of Business and Management, 5(4), 137-147.
Jehanzeb, K., & Bashir, N. A. (2013). Training and development program and its benefits to
employee and organization: A conceptual study. European Journal of business and
management, 5(2).
Latif, K. F. (2012). An integrated model of training effectiveness and satisfaction with employee
development interventions. Industrial and Commercial Training.
Potnuru, R. K. G., & Sahoo, C. K. (2016). HRD interventions, employee competencies and
organizational effectiveness: an empirical study. European Journal of Training and
Development.