Delivering Improved Employee Orientation at the Post Office

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Finally, it will suggest a mechanism for ensuring that the changes enacted have, in fact, reduced or eliminated orientation inconsistencies. This evaluation process will also be used to further and continuously update the new employee orientation experience, thereby ensuring that it does not become dated or irrelevant.As will be seen below, the critical area of this process will be the elimination of inconsistencies for new employee orientations. To effectively address this issue, methods will focus on first training the front line supervisors of new employees as it is these supervisors and their individual training methods that are providing the highest level of inconsistency in the orientation process. In conjunction with training these trainers, the paper will also recommend written training documents to be provided to the new employees as well as actual procedures useful for the supervisors.Once the recommended actions have been instituted, the paper will suggest the implementation of a training review program. This will first identify specific target areas that the training should be impacting and the development means to test the effective impact on these target areas. Should the evaluation determine that the training is not making relevant or sufficient impact, the evaluation will then recommend additional steps that can be taken to more effectively target the training program.The Post Office is currently experiencing probationary employee turnover rates exceeding 80% at some facilities and these high rates are directly attributable to poor or non-existent on-the-job training provided by front line supervisors. Such a causal relationship between poor training and high turnover is a common one and not limited to the postal service.In fact, a 2004 study of registered nurses determined that … lack (of) support for RN training is important factors in nursing turnover. This report also concluded that each turnover resulted in costs of between $20,000 and $30,000 (Stone, Cimiotti, Dick, Larson, Zwanziger, 2004).