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Employee Orientation<br />Presented By<br />Arushi Malpani<br />Megha Bothra<br />Nayna Garg<br />Shruthi Choudary<br />

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Overview<br /><ul><li>Orientation - Definition and meaning

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Purpose of orientation

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Orientation programme

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Requisites of an effective programme

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Problems of orientation

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Orientation check list

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Evaluation of orientation programme

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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.

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It is also called as Induction.

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

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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)

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To reduce anxiety

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To reduce employee turnover

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To save time for supervisor & colleagues

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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

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Expedite proficiency

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Assist in newcomer assimilation

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Enhance adjustment to work group and norms

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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 />

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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 />

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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 />

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Orientation Programme<br />Games can provide for an informal and fun orientation.. For example: <br /> <br /><ul><li> Photo match after the tour

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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 />

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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.

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Brief history and operations of the company.

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Products and services of the company.

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The company’s organization structure.</li></li></ul><li> Requisites of an effective<br />programme<br /><ul><li>Location of department and employee facilities.

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Rules, regulations and daily work routines.

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Grievance procedures.

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Safety measures.

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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.

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Suggestion schemes.

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Benefits and services for employees.

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Opportunities for training, promotions, transfers etc.</li></li></ul><li>Problems of Orientation<br /><ul><li>Too much paperwork

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Information overload

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Information irrelevance

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Scare tactics</li></li></ul><li>Problems of Orientation<br /><ul><li>Too much “selling” of the organization

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Too much one-way communication

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One-shot mentality

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No evaluation of program

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Lack of follow-up</li></li></ul><li>Problems of Orientation<br /><ul><li>The program was not planned

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The employee was unaware of the job requirements

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The employee does not feel welcome</li></li></ul><li>

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Orientation Checklist<br /><ul><li>Preparation for First Day

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First –Day

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Second – Day

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First week

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Within the first month

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90-days and ongoing</li></li></ul><li>Evaluation of Orientation<br /><ul><li>Employee has to fill in a questionnaire evaluating the programme

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

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Verbal feedback from the employees</li></li></ul><li>Employee Placement<br /><ul><li>Allocation of employee to their right jobs.

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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

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Construct their profile

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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

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Which job family profile does subgroup profile best fit?

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Assign the individual to job family

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Assign the individual to specific job after further counseling and assessment</li></li></ul><li>Role Play<br />

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Situation 1<br />

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Situation 2<br />

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<ul><li>Differences in the two orientations

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How will the employee be after a month of work?

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Should orientation be spread out to avoid information overload?

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Buddy +ve and -ve</li></ul>Group Discussion<br />

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Role Play Differences<br />

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2002<br />