The main objectives of the Orientation-Safety Portion Training help in educating new employees and current 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.
Training and development needs
Risk control engagement is the most efficient measure to curb the harm for the employee who current works in the production department. Review control measures should be done to ascertain that the procedures are working as required by the OHS standards. There is need for the company to remain accountable to the employee safety concerns within the boundaries of the OSHA and safety act requirements, through the Orientation-Safety Portion Training (Allan 2009).
The process of learning within the proposed employee training will be conducted through the Orientation-Safety Portion Training. Learning in this organization is a major prerequisite to the realization of managerial and operational changes (Schraeder & Jordan 2011). The four main categories of intervention strategies in organizational development that may be highlighted in the program include strategies that are based on the human processes, structural orientation, technological orientation, and techno-social orientation in relation to emergency response.
Human process based safety intervention strategies such as the proposed training program 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 will be carried out to ensure the new hires and the current employees 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 (Brocato 2003).
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 employees with the right skills to survive the risks within the production line. 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 (Silverman, Pogson, & Cober 2005).
Implementation procedure and effectiveness
The success evaluation criterion for the Orientation-Safety Portion Training functions on the method of delivery. The training will be 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 will be internalized in the training program to foster proactive attitude among the staff towards safety.
Therefore, organizational effectiveness is the cornerstone for modeling acceptable safety regulations and hazards within the company. The improvement on the 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 (Moss & Sanchez 2004).
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 Orientation-Safety Portion Training. The recommendations suggest incorporation of experience, value and beliefs, attitudes, and group common interests into the current safety training program.
Allan, L. (2009). Training needs or training wants analysis? Training and Development in Australia, 36(2), 25-27.
Brocato, R. (2003). Coaching for improvement: An essential role for team leaders and managers. The Journal for Quality and Participation, 26 (1), 17-22.
Moss, S. E., & Sanchez, J. I. (2004). Are your employees avoiding you? Managerial strategies for closing the feedback gap. Academy Of Management Executive, 18(1), 32-44.
Schraeder, M., & Jordan, M. (2011). Managing performance: A practical perspective on managing employee performance. The Journal for Quality and Participation, 34(2), 4-10.
Silverman, S.B., Pogson, C.E., &Cober, A.B. (2005).When employees at work don’t get it: A model for enhancing individual employee change in response to performance feedback. The Academy of Management Executive (1993-2005), 19(2), 135-147.