The Models/Methods for the Design of New Employee Training ProgramsFor all companies, an influential role is played by new employee orientation. Organizing of effective orientation training to provide requires resources of the employees, is the biggest challenge faced by the human resource department. Lack of clearly stated objectives and goals, the delivery of accurate and appropriate information to new hires, the balance of the needs of individuals with that of the needs of the company and lessening of anxiety of new hires and making them feel welcoming into the company, are the four challenges faced by the orientation programs. A specific job orientation, a department orientation and a general orientation, are the three stages for an orientation process. Organizational culture, history, values, mission and goals, are focused by general orientation. Departmental products introduction and functions, organizational structure, and departmental goals and mission, are included in the departmental orientation. However, a specific job orientation is a product-based or performance-based training.To meet the above four challenges, the Finch-Crunkilton model can be adopted by the HR specialists. There are four phases in this model; planning of curriculum, establishing of curriculum, implementation of the curriculum and refinement and assessment of curriculum. Steps of assessing and collecting community-related and school-related data and establishing a decision making process are included in planning of curriculum. Development of objectives and goals, making content decision and development of curricular content are the steps included in the establishment of curriculum. Instructions for selection of delivery strategies, developing content and material, are included in the implementation of the curriculum. Solutions for program improvement and assessment strategies are explored in refinement and assessment of curriculum. For HR specialists, the value of the assessment phase is critical. The variety needs from the company, and the employee can be balanced by a suitable assessment. Determination of how well orientation programs can meet both the needs of the new employees and the organization is the purpose of an assessment. Leaders of the organization and new employee themselves are the two sources for assessment that are recommended for HR specialists. For employee assessment, a survey can be used. To find out what they want to gain from the orientation training, a survey can be conducted with new employee.By changing several inputs, the adapted orientation model can be applied to the department and organization orientations by HR specialists. Community-related data and school-related data can be change by HR specialists to the department and organization-related data, in the first plan phase. Since, one input for training objectives identification, it is appropriate to add employee-related data and balance the needs of employees, in the first phase. Establishment of informational contents is essential during the developing curriculum phase of the model to support the HR and company strategy. An employee handbook can be used as a prime tool in the phase of implementation of the curriculum, by HR specialists as it is the step where learning materials are selected and identified.Primary resources in defining the benefits available to employees and terms and conditions of employment, are an employee handbook. It is the communication tool for the company for policies and information to employees. When supplemented with an employee handbook, a well-planned new employee orientation program is important for both the company and the employees. For employees, clear ground rules are set by a good employee handbook. An organization can be protected from lawsuits by the handbook if claims of unfair fired or disciplines are raised by an employee. Before their first day on the company, it is best to send the welcome letter by the employer to the new hires. Benefits, procedures, expectations and rules, and company information, are the contents that are included in the employee handbook.