{"id":1,"date":"2025-11-09T21:33:33","date_gmt":"2025-11-09T21:33:33","guid":{"rendered":"https:\/\/blogs.oregonstate.edu\/myworkexperience\/?p=1"},"modified":"2025-11-09T21:36:46","modified_gmt":"2025-11-09T21:36:46","slug":"hello-world","status":"publish","type":"post","link":"https:\/\/blogs.oregonstate.edu\/myworkexperience\/2025\/11\/09\/hello-world\/","title":{"rendered":"My Work Experience at Providence"},"content":{"rendered":"\n<p>When I first started at Providence as a Patient Services Specialist (PSS), I went through an in-depth onboarding program that I found really beneficial. The training combined online learning modules with shadowing experienced team members at the front desk. Similar to UPS\u2019s redesigned driver training described in&nbsp;<em>Fortune<\/em>, Providence\u2019s program allowed me to learn by doing\u2014checking in patients, scheduling appointments, and using the electronic health record system under real conditions. That hands-on experience made the learning stick much more than just reading instructions could have. My supervisor and coworkers were also very supportive, checking in regularly and answering questions, which aligns with Ellis et al. (2017), who emphasize that effective onboarding depends on manager and team involvement.<\/p>\n\n\n\n<p>In contrast, one training that I didn\u2019t find very beneficial was a required annual compliance course. It was a self-paced online module filled with dense text and quizzes that felt disconnected from my day-to-day responsibilities. As Buckingham and Coffman (2016) explain, effective development focuses on individual strengths and relevant job skills. This compliance training was one-size-fits-all and didn\u2019t offer any chance to apply what I was learning. Similarly, the&nbsp;<em>New York Times<\/em>&nbsp;article on Walmart Academy points out that even well-intentioned training programs have limited impact when they don\u2019t connect to real growth or practical outcomes.<\/p>\n\n\n\n<p>Reflecting on both experiences, the PSS training worked because it was interactive, job-specific, and reinforced through real practice and team support. The compliance course failed because it was generic and lacked engagement. True learning, as this week\u2019s materials suggest, happens when training is relevant, experiential, and supported by meaningful guidance.<\/p>\n\n\n\n<p><strong>References<\/strong><br>Buckingham, M., &amp; Coffman, C. (2016\/2020).&nbsp;<em>First, Break All the Rules.<\/em><br>Ellis, A., Nifadkar, S., Bauer, T., &amp; Erdogan, B. (2017). \u201cYour New Hires Won\u2019t Succeed Unless You Onboard Them Properly.\u201d&nbsp;<em>Harvard Business Review.<\/em><br>\u201cMaking of a UPS Driver.\u201d&nbsp;<em>Fortune.<\/em><br>\u201cAt Walmart Academy, Training Better Managers. But with a Better Future?\u201d&nbsp;<em>New York Times.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>When I first started at Providence as a Patient Services Specialist (PSS), I went through an in-depth onboarding program that I found really beneficial. The training combined online learning modules with shadowing experienced team members at the front desk. Similar to UPS\u2019s redesigned driver training described in&nbsp;Fortune, Providence\u2019s program allowed me to learn by doing\u2014checking [&hellip;]<\/p>\n","protected":false},"author":14968,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-1","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/blogs.oregonstate.edu\/myworkexperience\/wp-json\/wp\/v2\/posts\/1","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blogs.oregonstate.edu\/myworkexperience\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs.oregonstate.edu\/myworkexperience\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/myworkexperience\/wp-json\/wp\/v2\/users\/14968"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/myworkexperience\/wp-json\/wp\/v2\/comments?post=1"}],"version-history":[{"count":1,"href":"https:\/\/blogs.oregonstate.edu\/myworkexperience\/wp-json\/wp\/v2\/posts\/1\/revisions"}],"predecessor-version":[{"id":4,"href":"https:\/\/blogs.oregonstate.edu\/myworkexperience\/wp-json\/wp\/v2\/posts\/1\/revisions\/4"}],"wp:attachment":[{"href":"https:\/\/blogs.oregonstate.edu\/myworkexperience\/wp-json\/wp\/v2\/media?parent=1"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/myworkexperience\/wp-json\/wp\/v2\/categories?post=1"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/myworkexperience\/wp-json\/wp\/v2\/tags?post=1"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}