M4D2 Sales Training
Rick Cortez
BUS312 Human Resource Management First, let us recognize what an actual orientation is. According to (Rabinowitz, 2013) an orientation is a “coherent, planned introduction that combines information, experiences, and a transmission of the values and culture of the organization”. The basic components of a training program of sorts is basic information about the organization, his or her position, the target population, and the community, so they too, can understand how to get where he or she wants to go within the ranks. This depending on the size of the company and the importance of the actual job description, the orientation could either be a day or as long as a month. What an orientation should do if performed correctly and accurately, are the following things; 1. It allows new staff members to hit the ground running. If they have a clear understanding of the organization, their positions, and the community, they can jump into their jobs immediately and start to make a difference (Rabinowitz, 2013).

2. It instills new staff with confidence in both their own ability to be effective. When they know they have the information and contacts they need and the organization which has had the foresight to provide them with that background, it will make them feel a part of the operation (2013). 3. It improves the possibility through facilitating a good start and providing appropriate background that people will do a good job over the long term and stay longer with the organization (2013).

4. It makes life easier for others in the organization, by eliminating the need for new staff members to ask them constantly for information and advice (2013).

5. It enfolds the new staff member into an existing social structure, thereby helping him to feel comfortable and to bond with others, and at the same time helping to improve the organizational climate (2013).

6. It formally welcomes new staff to the organization and makes them feel that they have support for doing a good job (2013).

7. By familiarizing new staff members with the organizational culture, it increases the chances that they will fit well into the organization, and absorb and become part of that culture (2013).

8. By making staff knowledgeable and better prepared, it builds the organization 's reputation in the community, leading to community support and better services (2013).

Once all of these possible implementations have been put in place, a way of gauging to see if the initial orientation was successful would be to give them a 90 day evaluation to see if their orientation they received by the company has helped them as a new employee. On the evaluation form they have the chance to jot down ideas that they feel would have been beneficial to their initial start in the organization or name implementations that should be maintained for newcomers. This would not be the only way to see if your orientation was a success but it would definitely be a great start.

Resources
Rabinowitz, P., & Berkowitz, B. (2013). Developing Staff Orientation Programs. The Community Tool Box. Retrieved from http://ctb.ku.edu/en/tablecontents/sub_section_main_1104.aspx