Employee Orientation

Presented ByArushi MalpaniMegha BothraNayna GargShruthi Choudary

OverviewOrientation - Definition and meaning

Purpose of orientation

Orientation programme

Requisites of an effective programme

Problems of orientation

Orientation check list

Evaluation of orientation programme

Employee placement

OrientationDefinition: Orientation is a systematic and planned introduction of employees to their jobs, their co-workers and the organization.

It is also called as Induction.

Orientation is designed to provide a new employee with the information he/she needs to function comfortably and effectively in the organization.

Should be a process, not an event.

Purpose of Orientation To reduce start up costs (associated with job learning)

To reduce anxiety

To reduce employee turnover

To save time for supervisor & colleagues

To Develop Realistic Job Expectations and Job Satisfaction 

The idea is to make the new employees feel ‘at home’ in the new environment

Expedite proficiency

Assist in newcomer assimilation

Enhance adjustment to work group and norms

Encourage positive attitude

Purpose of Orientation

Orientation Programme1.Orientation checklist, employee handbook and

orientation program.

2.Communicate pride in the company by giving each new employee an item with the company logo on it.

3.Encourage communication, and a sense of importance, by inviting new employees to have coffee or lunch with the company owner or a senior manager.

Orientation Programme4. Encourage new employees to sample the product

and or service that the company sells (i.e. Some restaurants offer new employees a complimentary meal).

5. Reduce the stress of starting a new job by pairing new employees with a buddy (a more senior or experienced team member) that can help coach them through the first few weeks on the job.

Orientation ProgrammeHere are some ideas to consider, when devising the

orientation program:

1. The MIND thinks in IMAGES… not WORDS!

2. Repetition is Key… Repetition is Key… Repetition is Key.

3. Employee is most excited on the first day of work. You need to keep that excitement alive for as long as possible!

Orientation ProgrammeGames can provide for an informal and fun

orientation.. For example:                    Photo match after the tour

Signature hunt

Typically orientation conveys three types of info:

(i)General information about the daily work routine;

(ii)A review of organization’s history, founding fathers, objectives, operations and product or services, as well as how the employee’s job contributes to the organization's needs; and

(iii)A detailed presentation,perhaps,in a brochure, of the organization policies, work rules and employee benefits.

Requisites of orientation

Requisites of an effective

programmeEducate the attendees about the history of the company, the financial performance of the company and the marketing initiatives of the company.

Brief history and operations of the company.

Products and services of the company.

The company’s organization structure.

Location of department and employee facilities.

Rules, regulations and daily work routines.

Grievance procedures.

Safety measures.

Standing orders and disciplinary procedures.

Requisites of an effective

programme

Terms and conditions of service including wages, working hours, overtime, holidays etc.

Suggestion schemes.

Benefits and services for employees.

Opportunities for training, promotions, transfers etc.

Requisites of an effective programme

Too much paperwork

Information overload

Information irrelevance

Scare tactics

Problems of Orientation

Too much “selling” of the organization

Too much one-way communication

One-shot mentality

No evaluation of program

Lack of follow-up

Problems of Orientation

The program was not planned

The employee was unaware of the job requirements

The employee does not feel welcome

Problems of Orientation

Preparation for First Day

First –Day

Second – Day

First week

Within the first month

90-days and ongoing

Orientation Checklist

Employee has to fill in a questionnaire evaluating the programme

Group discussion sessions with new employees who have settled into their jobs

Verbal feedback from the employees

Evaluation of Orientation

Allocation of employee to their right jobs.

It includes initial assignment of new employees, and promotion, transfer, or demotion of present employees.

Employee Placement

Collect details about the employees

Construct their profile

Which subgroup profile does the individuals profile best fit?

Employee Placement

Compare the subgroup profile to job family profiles

Which job family profile does subgroup profile best fit?

Assign the individual to job family

Assign the individual to specific job after further counseling and assessment

Employee Placement

Role Play

Situation 1

Situation 2

Differences in the two orientations

How will the employee be after a month of work?

Should orientation be spread out to avoid information overload?

Buddy +ve and -ve

Group Discussion

Good Orientation Bad Orientation

1. HR welcomes new employee Has to search for HR department

2. Orientation kit ready Takes and hour to get in place

3. Colleagues know Colleagues don’t know

4. Colleagues are not prejudiced Colleagues are prejudiced

5. Lunch with Senior manager No introduction

6. Orientation over a week One day orientation

7. Formal and informal No interaction

Role Play Differences

2002