Employee Orientation Ppt Final

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