Developing Orientation Program

Med-Veal handles all administrative functions from the time of the referral until the medical report is de go badred to the requesting party. Their goal is to focus on providing excellent customer comport eyepatch providing high level services to clients all e preciseplace the country. It is a relatively small comp some(prenominal), employing fewer than one hundred employees, many Of which be located at the collective site in Sterling, Virginia. Med-Veal provides an innovative solution to insurance providers by providing medical examiners that be board certified in their specialties and specialties.All physicians that are contracted with Med-Veal 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 tail end be relied upon to locate a qualified provider virtually anywhere. Lastly they provide discounted diagnostic service for Workers compensation insuran ce providers, again with facilities avail qualified all over the country. The corporate world resources team recently conducted a thorough emergencys judging in April of 201 3, and found many positive happenings and orgasm 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 contain due success in the industry. virtuoso 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 onboard envision in place, and they were often left to attain the job on their own.There was no formal orientation, with employees spending about 30 minutes with one of the human resource managers to dispute benefits and f trouble out paperwork, and thence 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 education Intervention Once the involve assessment had been completed, human resources projectd that changes needed to be put into place in redact to improve employee satisfaction levels, to put down turnover rates, and to employ a much denaturized onboard and orientation process.If was felt that much of the emphasis should be placed on developing an onboard process and culture plan, 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 take a leak an onboard an orientation program. According to author Patricia Duration (2007), there are three key elements of a successful onboard program. These include a clearly identified process, having the support of managers and other organizational leaders, and aging sure there is timely follow up at the close of the orientation class.Because there was no formal onboard program or orientation program in place, it was quickly realized that these were all areas that required improvement. There was no traditional onboard process. Employees were brought in, and immediately put to work with very little provision. 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 complaint was felt amongst many of the employees, especially those that were in the independent medical evaluation group which requires being very detail oriented, and able to handle many tasks quickly and effectively.There was no clearly defined program to bring unfermented employees up to speed and train them properly on their respective positions. As the human resources team evaluated these events, they realized that the first step was to sleep with up with the objectives of what they want their sunrise(prenominal) onboard and orient ation process to accomplish. This starts with creating a proper training program for advanced hires. Instructional Design Plan In order to address this problem effectively and create an effective unbarring and orientation program it is important to assess what measures need to be taken.It is imperative that human resources has a across-the-board understanding of the learning style of the participants in order to create the proper objectives for the instruction. In this case, what is needed is a plan to create a more universal onboard and orientation. The objective here would be to create an onboard that answers all questions that new employees might have, to make sure that employees are properly oriented to the company and their position, and that training rules are in place so that employees do not feel that they have been placed in a sink or swim situation.Learning Objectives By completing the instructional design plan, and combining that with the results of the needs assessme nt, as well as feedback from surveys given to management and employees, it is possible for the Human Resources team to be able to determine what objectives are important for them to meet in order for new orientation classes and onboard sessions to be successful. In this case the first training session go forth need to focus on the importance of the onboard program.In this particular case, this session needs to involve a ore detailed overview of the company structure, as this allow assist new employees in better understanding the inner workings of the company, and know the proper protocol to follow when questions arise. Objective number two relates to the fact that this is a very particularized type of work environment, because you are dealing with workers compensation, and the particular rules and regulations that each state has.It is understood that many of the new hires do not have specific training in workers compensation programs, and that significant time volition need to be spent explaining workers compensation ales and regulations, and how they differ from state to State. The third major objective that needs to be addressed in this program is customer service and the importance of provident excellent service to the customer. New employees need to be trained on how to handle various issues when they arise, while keeping the customer informed of the situation at all times.New staff needs to have an onboard and orientation process of at least two weeks. The first week in the onboard sessions, learning about company culture, and having in-services on customer service. In the second week of employment the new employee should be assigned to a senior team member whom they can shadow and be properly trained in their position. Lesson Plan According to Werner and decision (201 2), an effective lesson plan lays out the step by step agenda of the training process.In the case of Med-Veal, this lesson plan is being established for a new employee onboard and ori entation class. Onboard and orientation are to take place at corporate headquarters in Sterling, Virginia, and this will not change. Or in the case of SST. Choir Hospice, the plan for the new employee orientation class. As previously mentioned the first week will be the onboard process, where they will learn company culture, meet various staff members including members of human resources, management and payroll.A sample lesson plan would be as follows Med Veal On Boarding Day 1 Objective To Introduce new employees to Med Veal. To inform them of the corporate culture, history and mission of Med -? Veal. Preparation Required 1. Physical Environment This course will be taken in the main conference room. All participants will meet there. 2. Equipment and Materials -? Materials ill be provided by Med Veal. They will include paper and pen for note taking. Employee handbook will be provided during this session. We will require a laptop and projector set up, to be provided by IT. 3.Ins tructor 4. Participants -? DB New Hires to Med -? Veal Onboard class to be the First Monday of each month as incumbent to arrest new employees. Day 1 900 -? 930 display and ice breaker. Have new employees get to know 5 facts about their new coworkers, and share these with the rest of the group. 930 1030 Introduction to Med Veal. This session will include history of Med Veal, and discussion of the company mission. Also discuss code of ethics. 1030 1200- Meeting with HER staff. Discussion of benefits, and services offered to Med-Veal employees. 200 100 Break for Lunch 1 -? 230 Introduction to mime department. Discuss the purpose of MIME. Overview of breakdowns within the department and the differences that can be found from state to state. Discuss the differences between a deposition, an MIME and a DAME. This subsection with be covered by Shannon Checker MIME Manager 230-330 Introduction to CICS and Diagnostic Department Discuss duties of this department. Explain diff erences between CICS and MIME departments. Discuss where the referrals come from. Explain the process of getting referrals, and provide overview of procedures.This section will be covered by Lindsey Jensen -? CICS Manager 330 345 -? Break 345 430 Introduction to CSS department. Discuss how this department provides support to MIME department. Provide overview of job duties and responsibilities. This section will be covered by Even Wagner -? CSS Manager 430 500 Review of material covered in day one. Answer any outstanding questions. Provide overview of onboard session for day 2. Instructional Methods The instructional methods for this program will be handled in an lecture setting, using instructor led live programs.There will be discussion Of corporate culture, set in a question and answer forum. With the use of audio visual devices they will be able to provide the necessary information to the new hires. There will also be industry specific material presented, as workers compensa tion has very specific rules that need to be adhered to. There will be a question and answer period at the end of each session, and then there ill also be testing will be given at the end of each day to determine what the new employees have learned, and what they are retaining.Instructors can then determine based on the testing results where and if any additional training needs to be provided to the individual new hires to ensure that they are retaining the necessary material. These training sessions will be provided during working moments which are from 800 AM to 500 PM Monday through Friday. They will break for a one hour lunch daily. Once the first week of onboard has been completed the employee will then move on to the second week of the orientation process which will be done in a one on one setting with senior team members.This on the job training will allow new employees to sit with various senior team members to be trained in multiple aspects of the position, and also for th em to see that they have several different resources available to them. This will provide additional support to the new employees not just from management, but also from senior team members who have the experience. By doing this new hires should feel more secure in their job before they begin, and should ultimately reduce the mount of turnover that Med-Veal is facing.