This document discusses employee orientation. It defines orientation as introducing new employees to their jobs, coworkers, and organization. The purpose is to help employees start comfortably and effectively by reducing costs, anxiety, and turnover. An effective orientation program makes employees feel welcome and expedites proficiency through repetition, excitement, and informal activities like games. It provides information on job duties, policies, benefits and more. Common problems include information overload, irrelevance, and lack of evaluation. The document also discusses evaluating orientation programs and properly placing employees in jobs that match their skills.

1. Presented By
Arushi Malpani
Megha Bothra
Nayna Garg
Shruthi Choudary

2. Orientation - 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

3. Definition: 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.

4.  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

5. 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

6. 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.

7. 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.

8. Here 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!

9. Games can provide for an informal and fun
orientation.. For example:
 Photo match after the tour
 Signature hunt

10. 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.

11. Educate 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.

12. Location of department and employee facilities.
Rules, regulations and daily work routines.
Grievance procedures.
Safety measures.
Standing orders and disciplinary procedures.

13. 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.

14. Too much paperwork
Information overload
Information irrelevance
Scare tactics

15. Too much “selling” of the organization
Too much one-way communication
One-shot mentality
No evaluation of program
Lack of follow-up

16. The program was not planned
The employee was unaware of the job requirements
The employee does not feel welcome

19. Preparation for First Day
First –Day
Second – Day
First week
Within the first month
90-days and ongoing

20. 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

21. Allocation of employee to their right jobs.
It includes initial assignment of new employees,
and promotion, transfer, or demotion of present
employees.

22. Collect details about the employees
Construct their profile
Which subgroup profile does the individuals profile
best fit?

23. 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

34.  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

35. 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

36. 2002