Employee Orientation Ppt Final

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Employee Orientation Ppt Final

  1. 1. Employee Orientation<br />Presented By<br />Arushi Malpani<br />Megha Bothra<br />Nayna Garg<br />Shruthi Choudary<br />
  2. 2. Overview<br /><ul><li>Orientation - Definition and meaning
  3. 3. Purpose of orientation
  4. 4. Orientation programme
  5. 5. Requisites of an effective programme
  6. 6. Problems of orientation
  7. 7. Orientation check list
  8. 8. Evaluation of orientation programme
  9. 9. Employee placement</li></li></ul><li>Orientation<br /><ul><li>Definition: Orientation is a systematic and planned introduction of employees to their jobs, their co-workers and the organization.
  10. 10. It is also called as Induction.
  11. 11. Orientation is designed to provide a new employee with the information he/she needs to function comfortably and effectively in the organization.
  12. 12. Should be a process, not an event.</li></li></ul><li>Purpose of Orientation<br /><ul><li> To reduce start up costs (associated with job learning)
  13. 13. To reduce anxiety
  14. 14. To reduce employee turnover
  15. 15. To save time for supervisor & colleagues
  16. 16. To Develop Realistic Job Expectations and Job Satisfaction </li></li></ul><li>Purpose of Orientation<br /><ul><li>The idea is to make the new employees feel ‘at home’ in the new environment
  17. 17. Expedite proficiency
  18. 18. Assist in newcomer assimilation
  19. 19. Enhance adjustment to work group and norms
  20. 20. Encourage positive attitude</li></li></ul><li>Orientation Programme<br />1.Orientation checklist, employee handbook and orientation program.<br />2.Communicate pride in the company by giving each new employee an item with the company logo on it. <br />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.<br />
  21. 21. Orientation Programme<br />4. Encourage new employees to sample the product and or service that the company sells (i.e. Some restaurants offer new employees a complimentary meal).<br />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.<br />
  22. 22. Orientation Programme<br />Here are some ideas to consider, when devising the orientation program:<br />The MIND thinks in IMAGES… not WORDS!<br />Repetition is Key… Repetition is Key… Repetition is Key. <br />Employee is most excited on the first day of work. You need to keep that excitement alive for as long as possible!<br />
  23. 23. Orientation Programme<br />Games can provide for an informal and fun orientation.. For example: <br />                   <br /><ul><li> Photo match after the tour
  24. 24. Signature hunt</li></li></ul><li> Requisites of orientation<br /><ul><li>Typically orientation conveys three types of info:</li></ul>(i)General information about the daily work routine;<br />(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&apos;s needs; and<br />(iii)A detailed presentation,perhaps,in a brochure, of the organization policies, work rules and employee benefits.<br />
  25. 25. Requisites of an effective<br />programme<br /><ul><li>Educate the attendees about the history of the company, the financial performance of the company and the marketing initiatives of the company.
  26. 26. Brief history and operations of the company.
  27. 27. Products and services of the company.
  28. 28. The company’s organization structure.</li></li></ul><li> Requisites of an effective<br />programme<br /><ul><li>Location of department and employee facilities.
  29. 29. Rules, regulations and daily work routines.
  30. 30. Grievance procedures.
  31. 31. Safety measures.
  32. 32. Standing orders and disciplinary procedures.</li></li></ul><li>Requisites of an effective<br />programme<br /><ul><li>Terms and conditions of service including wages, working hours, overtime, holidays etc.
  33. 33. Suggestion schemes.
  34. 34. Benefits and services for employees.
  35. 35. Opportunities for training, promotions, transfers etc.</li></li></ul><li>Problems of Orientation<br /><ul><li>Too much paperwork
  36. 36. Information overload
  37. 37. Information irrelevance
  38. 38. Scare tactics</li></li></ul><li>Problems of Orientation<br /><ul><li>Too much “selling” of the organization
  39. 39. Too much one-way communication
  40. 40. One-shot mentality
  41. 41. No evaluation of program
  42. 42. Lack of follow-up</li></li></ul><li>Problems of Orientation<br /><ul><li>The program was not planned
  43. 43. The employee was unaware of the job requirements
  44. 44. The employee does not feel welcome</li></li></ul><li>
  45. 45.
  46. 46. Orientation Checklist<br /><ul><li>Preparation for First Day
  47. 47. First –Day
  48. 48. Second – Day
  49. 49. First week
  50. 50. Within the first month
  51. 51. 90-days and ongoing</li></li></ul><li>Evaluation of Orientation<br /><ul><li>Employee has to fill in a questionnaire evaluating the programme
  52. 52. Group discussion sessions with new employees who have settled into their jobs
  53. 53. Verbal feedback from the employees</li></li></ul><li>Employee Placement<br /><ul><li>Allocation of employee to their right jobs.
  54. 54. It includes initial assignment of new employees, and promotion, transfer, or demotion of present employees.</li></li></ul><li>Employee Placement <br /><ul><li>Collect details about the employees
  55. 55. Construct their profile
  56. 56. Which subgroup profile does the individuals profile best fit?</li></li></ul><li>Employee Placement<br /><ul><li>Compare the subgroup profile to job family profiles
  57. 57. Which job family profile does subgroup profile best fit?
  58. 58. Assign the individual to job family
  59. 59. Assign the individual to specific job after further counseling and assessment</li></li></ul><li>Role Play<br />
  60. 60. Situation 1<br />
  61. 61.
  62. 62.
  63. 63.
  64. 64.
  65. 65. Situation 2<br />
  66. 66.
  67. 67.
  68. 68.
  69. 69. <ul><li>Differences in the two orientations
  70. 70. How will the employee be after a month of work?
  71. 71. Should orientation be spread out to avoid information overload?
  72. 72. Buddy +ve and -ve</li></ul>Group Discussion<br />
  73. 73. Role Play Differences<br />
  74. 74. 2002<br />

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