Introduction
The main objectives of the New Hire Orientation-Safety Portion Training at the Helmer Scientific Company helps in educating new employees on potential safety hazards in the workplace including fire and electrical safety, emergency action plan, and Lock Out/ Tag Out among others. Based on the Gestalt theory, the program aims at addressing emergency response and intra and inters personal communication skills when passing the emergency and safety messages within the OSHA standards. This is appropriate since the training program is meant to restore the employee confidence, personal adjustment within the organization culture, and intra and inter personal interaction between employees, especially in the safety action planning. Thus, there is no need of changing this approach.
Learning Objectives of the New Hire Orientation-Safety Portion Training
Risk control engagement is the most efficient measure to curb the harm. Review control measures are done to ascertain that the procedures are working as required by the OHS standards. The Helmer Scientific has remained accountable to the employee safety concerns within the boundaries of the OSHA and safety act requirements, through the New Hire Orientation-Safety Portion Training.
The process of learning within the Helmer Scientific’s new employee training is conducted through the New Hire Orientation-Safety Portion Training. Learning in this organization is a major prerequisite to the realization of managerial and operational changes. The four main categories of intervention strategies in organizational development highlighted in the program include strategies that are based on the human processes, structural technological orientation and techno-social orientation in relation to emergency response (Mankin, 2009).
Human process based safety intervention strategies such as the new employee training program at the Helmer Scientific aim at making an improvement to the general state of relationships between the targeted individuals and within groups in the organizational set up. To attain this, a sensitive form of training is carried out to ensure the new hires remain aware of safety hazards and the need to adhere to the set rules on safe working environment. The main driving point in this particular approach is the argument that a good state of relations, information transfer, and collaboration are essential in fostering good environments for the flourishing of an organization (Mankin, 2009).
From the above reflection, it is apparent that the objectives are properly stated since the content matches the objectives of Safety Management Plan (SMP) to provide the organization with strategies. These strategies permit the organization to be able to consistently identify, manage health and safety risks, and reduce the potential for accidents. The method matches the level of the objective since the written SMP is important in ensuring that organization comply with the numerous safety and health regulation stipulated by OSHA and other agencies. Through behaviorist approach, the program aims at internalizing the need for safety within each new employee.
Delivery and evaluation methods
The success evaluation criterion for the Helmer Scientific’s New Hire Orientation-Safety Portion Training functions on the method of delivery. The training is delivered through a safety video, booklets, and a PowerPoint presentation. The main delivery method is appropriate since the training program is practical oriented. The delivery is characterized by elements such as specialized training, use of technology, and appropriate navigation. Reflectively, these factors are internalized in the training program of the Helmer Scientific to foster proactive attitude among the staff towards safety. The motivation enhancing measurement practices in the program include a Lock Out/Tag Out (LOTO) training for all employees who are authorized to use any equipment that requires a LOTO.
Evaluation methods
The aspect of planning for the New Hire Orientation-Safety Portion Training is important to demystify poor performance, in terms of safety observance. Reflectively, proper use of competency review system is directly proportional to employee performance, since the magnitude of success depends on social interaction skills. Therefore, organizational effectiveness is the cornerstone for modeling acceptable safety regulations and hazards within the company. Thus, the Helmer Scientific has created a policy within the program to align the safety objectives to the basic building blocks of performance within the company. These policies are incorporated in the employee-employer relationship model and personalized safety reviews. This matches the learning objective (Mankin, 2009).
Recommendations
The improvement on the New Hire Orientation-Safety Portion Training should incorporation a people subsystem. The people subsystem may be effective when the objectives are properly matched with the need for safety. As a result, there will be desirable observance of safety standards within acceptable organization behavior, which will empower the employee to be responsive to the safety learning initiatives (Mankin, 2009). Generally, the people subsystem may be declared effective when there is a balance in each of the above elements in a learning organization environment, such as that of the Helmer Scientific.
Conclusion
In summary, the above recommendations give suggestions on the necessary channels for addressing and promoting employee self discipline, as part of the objectives of the Helmer Scientific’s New Hire Orientation-Safety Portion Training. The recommendations suggest incorporation of experience, value and beliefs, attitudes, and group common interests into the current safety training program.
Reference
Mankin, D. (2009). Human resource development. Oxford, UK: Oxford University Press. Web.