Strategies for Improving an Orientation Program

¶ … Gaps for the New Hire Orientation Project The author illustrates the essence of data in the development of study conclusions. The articles insist that the aim of data includes organizing the best possible strategies in leading challenging systems in the various players. However, the author left out the contribution of data in determining the processes within a study that achieve improved implementation of the necessary care performance for clinicians.

The project study also outlined the approach to which work is distributed within research projects for purposes of decreasing turnover rates and improving staff retention. The project should have included the influence of data collection techniques in advancing the study's focus on all mission, plans, values, and goals of home health agencies and the application of analysis. The author should have reflected on the real issues under examination.

The issues, in this case, include the orientation process performed within the organized research trends geared towards ensuring adequacy of tools surrounding and supporting the research (Gelman, 2009). The major purpose of new-hire orientation projects involves ensuring that needed data for new employees is readily available through assuring success to patients, employees, and organizations. The author should have illustrated how the context improves on patient outcomes and safety while improving the organization's culture.

Such data analysis determines ease in working and implementing the organization's policies as the necessary issues touch on creating minimized work-related problems (Kothari, 2004). The project fails to determine how leaders fail to realize that their employees engage different comfort levels in terms of their jobs. The author should have touched on new employees through offering various experiences within the standard jobs with varied learning needs and styles (Kumar, 2010).

The other reason used in revising orientation programs includes that the fact that organizational complaints are not inclusive of poor customer satisfaction, poor staff performance, poor staff morale. Such factors are to blame for the decreased staff retention and increased turnover rate (Haining, 2011). Orientation processes are dependent on management system impression for the overall workplace cultures among the new employees. Organizations share expectations of new employees with diverse interests and preferences for workplaces (Bhattacharyya, 2006).

Therefore, it is critical to outline the expectations in terms of workplace cultures and safety orientation emphasis in the different forms of conduct. The newly hired employees show responsible roles in work performance and the eagerness of learning and the willingness in contributing to safe and healthy workplaces that ultimately reflect on performance. Further, the author should have detailed the methodology of the project study. The section opens with a brief explanation of the data type and methods used for qualitative and quantitative techniques.

The data offers a description of major investigation traits within diverse forms of material without the use of alternatives as compared to the descriptive words (Kumar, 2010). The quantitative and qualitative methods should be better interpreted for persons being targeted including newly hired staff clinicians and nurses. The gap in developing strong hypothesis is based on the premise of new staff member's understanding of the relevance of the policies, procedures, and culture of an organization. The other important factor includes using a specific language for purposes of meeting the organizational needs.

The other critical research facts are based on the issues under investigation within the research while advancing on meeting minimum requirements for home health care rules (Bhattacharyya, 2006). In such case, the regulations are imposed by healthcare's accreditation and governmental agencies such as Joint Commission Accreditation Agency and Medicare. The author should have illustrated the data clearly through defining the qualitative reliability of the new staff members and identification of growing concerns of in unorganized orientation programs, increased turnover rate, and poor retention.

In such case, developing acceptable levels of understanding for current research processes allows the stakeholders to be involved. However, the author is clear that data from quantitative techniques will use ten Closed-ended questions. The tools will be used with the aim of achieving statistical analyzes (quantitative) and ranking the answers/responses in terms of frequency. The article recognizes the existing variances between various responses (Bhattacharyya, 2006).

Further, qualitative aspects will be based on open-ended questions as alternative types of analysis including grouping and categorizing the interviewee's responses, employing unedited opinion and critical thinking. The author fails to outline the analysis process starting with the application of hypothesis and deductions on the necessary aspects of getting to the issue causes. The poor staff retention and increased turnover rates caused by the improper orientation of new staff members influences organizational development. The outcomes will be based on quantitative and qualitative interviews (Kumar, 2010).

The developments foster the possibility of adopting modernized and future-based developments for New-Hire Orientation Programs. The implementation of such tools.