Employee orientation: Orientation- Definition and Meaning Purpose of Orientation Orientation programme Requisites of an programme effective Problems of orientation Orientation checklist Evaluation of orientation programme Employee placement

1. Module 8 HRDM
Orientation and Physical Working Condition
PRESENTED BY:
GILBERTO S. CARIÑO, MPA
DPA STUDENT
Mentally
challenging
work
Supportive
Colleagues
Equitable
rewards
Supportive
working
conditions
Personality
job fits

2. ORIENTATION OVERVIEW
• Orientation- Definition and Meaning
• Purpose of Orientation
• Orientation programme
• Requisites of an programme effective
• Problems of orientation
• Orientation checklist
• Evaluation of orientation programme
• Employee placement

3. ORIENTATION
• Definition – is a systematic and
planned introduction of employees
to their jobs, their co-workers and
organization
• It is also called an Induction or
Onboarding
• Orientation is designed to provide a
new employee with the information
he/she needs to function
comfortably and effectively in the
organization.

4. ORIENTATION
• As defined by Martirez – refers to
“the assistance given to newly hired
employee in adjusting to the new
work environment which
encompasses the people around
him, the facilities of the
organization, the programs and
services, and technology used in the
production of goods and delivery of
services”
• Should be a process, not an event.

5. PURPOSE OF ORIENTATION
• To reduce start-up costs (associated with
job learning)
• To reduce anxiety
• To reduce employee turnover
• To save time for supervisors and colleagues
• To develop realistic job expectations and
job satisfaction

6. PURPOSE OF ORIENTATION
• The idea is to make the new employee “feel
at home” in the new environment
• Expedite proficiency
• Assist new comer assimilation
• Enhance adjustment to work and norms
group
• Encourage positive attitude

7. ORIENTATION PROGRAM
• Orientation checklist, employee handbook and
orientation program
• Communicate pride in the company by giving each
new employee an item with the company logo on
it.
• Encourage communication, and a sense of
importance, by inviting new employees to have
coffee or lunch with the company owner or a senior
manager

8. REQUISITES OF ORIENTATION
• Typically orientation conveys three types of information:
(i) General information about the daily routine;
(ii)A review of organization’s history, founding
fathers, objectives, operations, and product or
services, as well as how the employee’s job
contribute to the organization needs; and
(iii)A detailed presentation, perhaps, in a
brochure, or the organization policies, work
rules and employee benefits

9. Three Levels/Stages in an Effective
Orientation
Human Resources
Department
Immediate
SupervisorEvaluation and
Follow-up

10. • Educate the attendees about the
history, financial performance, and
marketing initiatives of the company
• Brief history and operation of the
company
• Products and services of the company
• Company’s organization structure
Human Resource Department
REQUESITES OF AN EFFECTIVE PROGRAMME

11. • Location of the department and
employee facilities
• Rules and regulations and daily work
routines
• Grievance procedures
• Safety orders and disciplinary
procedures
• Terms and condition of service including
wages, working hours, overtime,
holiday etc.
Human Resource Department
REQUESITES OF AN EFFECTIVE PROGRAMME

12. • Suggestion schemes
• Benefits and services for
employees
• Opportunities for training,
transfers promotion, etc.
Human Resource Department
REQUESITES OF AN EFFECTIVE PROGRAMME
According to Legaspi, “a poorly
planned program may have a
negative impact on the expected
adjustment of the new employee
to the work environment.
Dysfunctional behavior may occur
from a poorly planned or non-
existent orientation program”. For
instance, a new employee may “be
sent on errands” even if these are
not part of the job description or
workload.

13. • Orient the new employees on the
following:
(a) Operation of the
department/section
(b) Job requirements
(c) Performance expectations and
specific rules
Immediate Supervisor
REQUESITES OF AN EFFECTIVE PROGRAMME
According to
Legaspi, “at this
stage, the
supervisor
should see to it
that the new hire
should be
socially accepted
by the work
group”

14. • Evaluation and Follow-Up usually conducted by the HR
Department in conjunction with the Immediate
Supervisor
(a) Immediate Supervisor work closely with the
new employee to clarify information
(b) To see to it that new employee is
integrated into the work group
(c) HR to conduct follow up interview at the end
of six weeks to see how well the employee is
adjusting to the work environment.
Evaluation and Follow-Up
REQUESITES OF AN EFFECTIVE PROGRAMME

15. REQUESITES OF AN EFFECTIVE
PROGRAMME
According to Mondy and Noe, as cited by Legaspi,
“new employees characteristically have enthusiasm,
creativity, and commitment. Much of this can be lost
through an inept orientation program that fails to
integrate new hires into the work group. On the other
hand, an effective programs enhances the
employment relationship and provides the foundation
for employee motivation, commitment, and
productivity”

16. POTENTIALS ISSUES OR
PROBLEMS OF ORIENTATION
• To much paperwork
• Information overload
• Information irrelevance
• Scare tactics
• To much selling of the organization
• To much one-way communication
• One shot mentality

17. PROVISION OF GOOD WORKING
CONDITIONS
• Working Conditions – (Legaspi)
refers to the space allocation in
the office, physical layout,
temperature of the work place
and safety of the surroundings.
• Space allocation and Physical
layout help in the adjustment
period of the new employee.
Enough space to work in can
make the employee comfortable.

18. PROVISION OF GOOD WORKING
CONDITIONS
• Cool temperature in a work
place also be a good beginning
for the employee to be
productive on the job. A hot and
stuffy place could reduce worker
efficiency.
• Safe surroundings will be
reassuring to a new employee.
Anxiety and feelings of insecurity
will be reduced if the new
employee feels safe in the work
environment.

19. REFERENCES
Legaspi, P: Human Resources
Management
Shatuya R. et al: Employee Orientation
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