HR_ Orientation & Separation

7/31/2019 HR_ Orientation & Separation

1/13

ORIENTATION, PLACEMENT

&SEPARATION

Karachi University Business School

MBA (Banking & Finance)

2nd SemesterCourse MBF -11

Arsalan Ahmad

26/3/2012


2/13

ORIENTATIONOrientation program is the planned introduction of new employeeswith their new roles, the organizations, its policies and otheremployees.The HR department and managers help the new hire fit in theorganization. This help is also extended to current employees whoare reassigned to new jobs.

Typical Orientation Responsibilities

Places employees on payroll

Designs formal orientation program

Explains benefits and company organization

Develops orientation checklist Evaluatesorientation activities

Managers

Prepare coworkers for new employee

Introduce new employee to coworkers

Provide overview of job setting and workrules


3/13

PURPOSE OFORIENTATIONThe overall goal of orientation is to help new employees learnabout the organization as soon as possible, so that they can

begin contributing

Productivity

Enhancement

Both employersand newemployees wantindividuals starting

jobs to become as

productive aspossible relativelyquickly.

Turnover

Reduction

Employers haveexperiencedsignificant turnoverof newly hiredemployees. But

employers witheffectiveorientationprograms havefound that newemployees stay

longer.

Organizational

Overview

A generalorganizationaloverview mightinclude a brief reviewof the organization;the history, structure,

key executives,purpose, products,and services of theorganization; how theemployees job fitsinto the big picture;and other general

information.


4/13

DISSONANCE REDUCTIONThe difference between what one anticipates and what one encounters iscalled Cognitive dissonance. If dissonance is too high people take action.

For new employees this means quitting.

The HR department can reduce the turnover by using orientation to helpmeet the personal objectives of employees. When this happens , bothemployee and the organization can benefit.

SOCIALIZATIONIt is an ongoing process through which an employee begins to understandand accept the values, norms and beliefs held by others in the organization.This process helps the organization meet its need for productive employees

while enabling new employees to meet their needs.

The organizational values, beliefs and traditions are slowly absorbed as aperson is exposed to orientation, training & peer group. Eventually the newcomer becomes fully integrated into the organization after which acceptable

levels of satisfaction, productivity and stability of employment are morelikely.


5/13

H

R

D

EP

A

R

TM

E

N

T

OverviewCompany History

Organization Charts

Company Values

Company Business sectors

Video tape greetings of top ExecutivesFacility Tour

Personnel Policies

Equal Employment

Alcohol & Drug prohibition

Sexual & other harassment

Complaints & Concerns

Working Hours

Recording working hours

Start & Stop timesLunch & breaks

Overtime Policies

Employee Benefits

Probationary Period

Pay scales & Pay dayInsurance benefits

Retirement program

Vacations & Holidays


6/13

S

U

P

ER

V

I

SO

R

Overview

Introduction to Coworkers

Tour of department

Tour of Company

Job Orientation

Job Overview

Job Equipment

Job description review

Safety equipment & policies

Accident reporting

Work Location

Parking

Dress Code

Rest Rooms

Employee Lockers

Telephone Use age

Emergencies

Medical

Power Failure

Fire

Weather Closing


7/13

OPPORTUNITIES & PITFALLS

BUDDY SYSTEM

It is a supplement to the newcomer orientation in which an experiencedemployee is asked to show the new comer around, conduct theintroductions for the supervisor and answer the new comes questions.

The buddy will take the new employee for lunch and perhaps to after workactivities.

HR department and Supervisor are responsible to see that the newemployee is not

Overwhelmed with too much to absorb in a short time.

Overload with forms to complete.Given only menial tasks that discourage job interest and company

loyalty.

Asked to perform tasks with a high cha a chance of failure.Push into the job with a sketchy orientationForced to fill in the gaps between a broad orientation by HR and a

narrow one by the supervisor.


8/13

ORIENTATION FOLLOWUP

A systematic orientation program should have an evaluation and/orreorientation phase at some point after the initial orientation.

An HR representative or manager can evaluate the effectiveness of theorientation by conducting follow-up interviews with new employees a fewweeks or months after the orientation.

Employee questionnaires also can be used.

New employees Are given a written test on the company handbook twoweeks after orientation.

Orientation should be viewed as a never-ending process of introducingboth old and new employees to the current state of the organization.

To be assets to their organizations, employees must know currentorganizational policies and procedures, and these may be altered from timeto time.


9/13

EMPLOYEE PLACEMENT

Placement is the assignment or reassignment of an

employee to a new job.

Line Managers play a vital role in the placement decision inconsultation with higher level of Line Management.

The HR departments role is to advise the line managers aboutthe companys policies and provide counseling to theemployees.

The three types of placement decision are:

PromotionsTransfers

Demotions


10/13

PROMOTIONS

Merit Based

Promotions

It occurs when anemployee ispromoted becauseof superiorperformance in thecurrent job.

Seniority Based

Promotions

In some situationsthe most senioremployee gets thepromotion.Seniority meansthe employee who

has the longestlength of service.

Transfers

& Demotions

Transfer occur whenan employee ismoved from one jobto another positionthat equal in pay,responsibility and ororganizational level.

Demotion occurwhen an employee ismoved from one jobto another positionthat is lower in pay,responsibility and ororganizational level.

It occurs when an employee is moved from a job to another position.It is given as a recognition of a persons past performance and future

promise.


11/13

SEPARATIONSIt is a decision that the individual and the organizationshould part. It may initiated by the employer or the

employee.The HR departments role is to find the most satisfactorymethod of conducting separation in a way that minimizesthe harm to the organization and the individual.

Common ways of separations are:

Temporary Leaves of absenceAttritionLayoffsTerminations


12/13

SEPARATIONS

Temporary

Leaves of

Absence

Employees sometimes need to leavetheir jobs temporarily.The reasons may bemedical, family,educational,recreational andother motives.

HR departments

have policies thatallow employees toobtain a leave ofabsence.

Attrition

It is normalseparation of people

from the organizationas a result ofresignation,retirement or death. Itis initiated by theemployee not by thecompany.

The key componentof attrition isresignation which isvoluntary separation.

Layoffs

It is the separation ofemployees from theorganization for

economic or businessreasons. It may last onlya few weeks if itspurpose is to adjustinventory levels or newproduct roll out.

If this layoff last formonths or years it mayoccur because ofrestructuring,downsizing, mergers oracquisitions andbecomes permanent.


13/13

SEPARATIONS

Temporary Leaves of Absence

Employees some times need to leavetheir jobs temporarily. The reasonsmay be medical, family, educational,recreational and other motives.HRdepartments have policies that allowemployees to obtain a leave of

absence.

AttritionIt is normal separation of people from

the organization as a result ofresignation, retirement or death. It isinitiated by the employee not by the

company.

Layoffs

It is the separation of employees from theorganization for economic or businessreasons. It may last only a few weeks if itspurpose is to adjust inventory levels ornew product roll out.

If this layoff last for months or years it mayoccur because of restructuring,downsizing, mergers or acquisitions andbecomes permanent.

Termination

It is a broad term that encompasses

permanent separation from theorganization for any reason such asmisconduct, fraud, unethical practicesor discipline.

Documents

HR_ Orientation & Separation