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Employee orientation is an important aspect in helping the selected applicants to better assimilate into their work environment. As a sales training manager of AFLAC, I recognize the necessity to welcome new employees to my sales team.

In my opinion, the best technique to accomplish this objective is to promote interest in the company's culture, mission, and values. I would explain how each of the new employees is essential to ensuring the company's operations run smoothly, which helps to promote both inclusion and value. Research states (Excelsior College, 2017) "the goal of orientation should align with the organizational strategy and training methods." For instance, my employee orientation phase takes two days to complete, in which I will talk about their employee benefits, our company's policies, and what makes our organization so unique.

Also, I believe that showcasing how different sections interact together to accomplish the mission is crucial in promoting the value of teamwork. I will provide the new employees with this opportunity by offering them a facility tour. The facility tour will expose the new employee to their work setting while providing more facts about the organization.

After the two-day orientation process, the new hires are ready to begin their interactive training process modeled after AFLAC's strategic selling strategy.

My training process would use the fundamentals that make up the acronym ADDIE (Dessler, 2013, p. 247) "a model that training experts breakdown as analyze, design, develop, implement, and evaluate." First, I would analyze the need of the organization, in this case, the need to turn new talent into human capital. Next, I will design a training plan that sets objectives focused on gaining real time work experience that increases both knowledge and skills necessary to reach sale goals. One of my top priorities is to make sure the learned skills transfer over to reflect positive performance.

I plan on accomplishing this by growing the trainee's interest with positive reinforcement and follow-up assignments. Per our textbook (Dessler, 2013, p. 253) "less than 35 percent of trainees seem to be transferring what they learned in training to their job a year after training." The statement reflects upon why increasing employee engagement is so crucial to on-the-job success.

The next step is to develop my training plan which would consist of entertaining simulations, PowerPoint slides, and personal experience speeches that are relatable. Also, I would ensure a group discussion occurs at various points of the presentations to reinforce the information and to ensure I have trainee attention. After I develop my training plan, I would need to implement it through a variety of on-the-job techniques.

I think that balance is key to active learning. In response, I would combine different types of training such as virtual classrooms, lectures, and interactive learning. My primary goal is to maintain the undivided attention of Generation Y employees with user-friendly technology. Research suggests (Dessler, 2013, p. 259) "interactive and simulated technologies reduce learning time by an average of 50 percent." The purpose of these types of training is to promote a realistic training environment so that learning will be both more entertaining and efficient.

Finally, I would be able to evaluate the success of the training plan by measuring the four primary training outcomes which are reaction, behavior, learning, and results. Evaluation will examine whether the on-the-job techniques used in the training plan need any further correction. For example, to measure the employee's reaction and learning from the training I would have my trainees complete both a questionnaire and knowledge test.

Additionally, the results from the training can be revealed by the performance appraisals I conduct with them periodically throughout the year. The results will determine any behavior changes since the last training period. My primary objective is to transition new employees beginning with a meaningful orientation, into human capital by providing both relatable and worthwhile on-the-job training.

References:

Dessler, G. (2013). Human Resource Management. Upper Saddle River: Pearson Education Inc. Excelsior College.