The document discusses employee orientation, including:
1) Defining orientation as introducing new employees to their jobs, coworkers, and organization.
2) The purposes of orientation which are to remove fears, provide valuable information, create a good impression, and encourage positive attitudes.
3) Typical elements of an orientation program including company history, structure, policies, and employee benefits.
4) Factors that contribute to effective versus ineffective orientation, such as proper planning, avoiding information overload, and follow up activities.
References:
Mathis, Robert L. Jackson, John H (2010). Human Resource Management 13th Edition. South-Western Cengage Learning. ISBN 9780538453158
Employee Retention. Retrieved from: http://www.whatishumanresource.com/employee-retention
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
References:
Mathis, Robert L. Jackson, John H (2010). Human Resource Management 13th Edition. South-Western Cengage Learning. ISBN 9780538453158
Employee Retention. Retrieved from: http://www.whatishumanresource.com/employee-retention
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction.Compensation Management is a Process of compensation management is to establish & maintain an equitable wage & salary structure & an equitable cost structure .it involves job evaluation, wage & salary survey, profit sharing &control of pay costs.
According to Thomas J. Bergmann(1988) compensation consists of four distinct components:
Compensation = Wage or Salary + Employee benefits +Non-recurring financial rewards+ Non-pecuniary rewards.
Compensation is a tool used by management for a variety of purposes to further the existence of the company. Compensation may be adjusted according the business needs, goals, and available resources.
The human resource process begins with a sound Human resource planning. Forecasting the Human Resource Demand and appropriately balancing the deficiency or surplus either from the internal environment or from the external environment lays down the foundation of a sound human resource planning. Explore More!
The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
Reward is an incentive plan to reinforce the desirable behavior of workers or employers and in return for their service to the organization.
Compensation and Reward system plays vital role in a business organization.
Reward Management is concerned with the formulation and implementation of strategies and policies that aim to reward people fairly, equitably and consistently in accordance with their value to the organization.
Introduction to Performance Management - Meaning, Process, Need, Difference between Performance Appraisal and Performance Management, Components of Performance Management System
Onboarding refers to the collective processes and activities of integrating new employees. The onboarding period begins when the new employee accepts an offer and continues through the first 90 days of employment. It includes preparing for, enabling, engaging, and supporting the new employee. The process is designed to help employees adjust to the culture, embrace the values, and establish work goals and priorities
Program Developed by Trey Scarpa
Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction.Compensation Management is a Process of compensation management is to establish & maintain an equitable wage & salary structure & an equitable cost structure .it involves job evaluation, wage & salary survey, profit sharing &control of pay costs.
According to Thomas J. Bergmann(1988) compensation consists of four distinct components:
Compensation = Wage or Salary + Employee benefits +Non-recurring financial rewards+ Non-pecuniary rewards.
Compensation is a tool used by management for a variety of purposes to further the existence of the company. Compensation may be adjusted according the business needs, goals, and available resources.
The human resource process begins with a sound Human resource planning. Forecasting the Human Resource Demand and appropriately balancing the deficiency or surplus either from the internal environment or from the external environment lays down the foundation of a sound human resource planning. Explore More!
The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
Reward is an incentive plan to reinforce the desirable behavior of workers or employers and in return for their service to the organization.
Compensation and Reward system plays vital role in a business organization.
Reward Management is concerned with the formulation and implementation of strategies and policies that aim to reward people fairly, equitably and consistently in accordance with their value to the organization.
Introduction to Performance Management - Meaning, Process, Need, Difference between Performance Appraisal and Performance Management, Components of Performance Management System
Onboarding refers to the collective processes and activities of integrating new employees. The onboarding period begins when the new employee accepts an offer and continues through the first 90 days of employment. It includes preparing for, enabling, engaging, and supporting the new employee. The process is designed to help employees adjust to the culture, embrace the values, and establish work goals and priorities
Program Developed by Trey Scarpa
IT INCLUDES THE PROPER DESCRIPTION AND TYPES OF TECHNICAL REPORTS . I HAVE DISCUSSED ABOUT HISTORY OF TECHNICAL REPORTS AND BASICS OF TECHNICAL REPORTS ARE ALSO MENTIONED . MOREOVER THE OVERVIEW OF ALL TYPES ,STRUCTURE OF A TECHNICAL REPORT AND CHECKLIST FOR A REPORT ARE ALSO INCLUDED
Trying to increase your recruiting reach but having a battle against big companies and even your own boss? This slideshare comments on ways you can maximize your efforts.
Talent acquisition,definition,sources of recruitment,action steps in recruitm...Devika A K
Talent acquisition,definition,sources of recruitment,action steps in recruitment,alternatives to recruitment, selection process,orientation and induction, induction process.
3. Orientation - Definition and Meaning
Purpose of Orientation
Typical Orientation Programme
Requisites of an Orientation
Evaluation of Orientation
Problems of orientation
Promotion
Transfer
Separation
4. 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.
5. Induction serves the following purposes-
REMOVES FEARS.
ACTS AS A VALUABLE SORURCE OF INFORMATION.
CREATES A GOOD IMPRESSION.
ENCOURAGE POSITIVE ATTITUDE.
7. Formal or Informal
In informal orientation, new hires are directly put on the
job and they are expected to acclimatize themselves with
the work and the organization.
In formal orientation the management has a structured
program which is executed when new employees join the
organization.
The choice between informal and formal orientation will
depend on the management’s goal.
8. Individual or Collective:
The individual approach
a. Develops far less homogeneous views.
b. Preserves individual differences and perspectives.
c. It is an expensive and time consuming process.
d. It denies the new hire the opportunity of sharing
the anxieties with fellow appointees.
Most large organizations tend to have the collective
orientation approach. But small firms, which have fewer
new appointees to socialize, frequently use the individual
approach. Individual socialization is popular even with
large firms when they hire executives whose number is
small.
9. Serial or Disjunctive
Orientation becomes serial when an experienced
employee inducts a new hire. The experienced employee
acts as a tutor and model for the new hire.
When new hires do not have predecessors available to
guide them or to model their behaviour upon, the
orientation becomes disjunctive.
Disjunctive orientation produces more inventive and
creative employees. The disadvantage of the approach
is individuals fail due to an in adequate role model to
understand how their job is to be done
10. Investiture or Divestiture:
Investiture orientation seeks to ratify the
usefulness of the characteristics that the person
brings to the new job. Most high level appointments
follow this approach, because a person is appointed
as an executive on the basis of what one can bring to
the organization.
Divestiture orientation, seeks to make minor
modifications in the characteristics of the new hire,
albeit, one was selected based on one’s potential for
performance. This is done to seek a better fit
between a new member and the organization.
11. 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.
12. 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.
13. Location of department and employee facilities.
Rules, regulations and daily work routines.
Grievance procedures.
Safety measures.
Standing orders and disciplinary procedures.
14. 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.
16. Too much “selling” of the organization
Too much one-way communication
One-shot mentality
No evaluation of program
Lack of follow-up
17. The program was not planned
The employee was unaware of the job requirements
The employee does not feel welcome
18.
19.
20. Preparation for First Day
First –Day
Second – Day
First week
Within the first month
90-days and ongoing
21. 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
22. Allocation of employee to their right jobs.
It includes initial assignment of new employees,
and promotion, transfer, or demotion of present
employees.
23. Collect details about the employees
Construct their profile
Which subgroup profile does the individuals profile
best fit?
24. 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
25.
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35. 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
36. 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