This document outlines an employee orientation program. It begins by defining employee orientation and its objectives, which include helping new employees feel comfortable in their new roles and environments, developing loyalty to the organization, and building relationships. It then describes what an orientation program should include, such as an introduction to the company's history, policies, benefits, facilities, and job responsibilities. A case study is also presented on developing an orientation program for a software company that was experiencing high management turnover. The solution involved gathering feedback, creating orientation content and assessments, and conducting training courses, workshops and assessments. The results showed that the new program increased employee satisfaction and significantly reduced management turnover.

1.  Presented by:
garima jain
somya
bhavani

2. Introduction
When a new employee joins an organization, he is
completely a stranger to the people, work place and the
work environment.
Orientation can help overcome these problem.
According to michael armstrong : “The process of
receiving and welcoming an employee when he first
joins a company and giving him the basic information
he need to settle down quickly and happily and start
work” .

3. Objective of induction
 To help the newcomer overcome his natural shyness
and nervousness in meeting new people in a new
environment .
 To develop among the newcomers a sense of belonging
and loyalty to the organization.
 To build up the confidence.
 To faster a close relation between newcomer and old
employee and their supervisors.

4. Employee Orientation
 Employee orientation is part of a long-term
investment in a new employee. It is an initial process
that provides easy access to basic information,
programs and services, gives clarification and allows
new employees to take an active role in their
organization.
 Introduce new employees to their new environment
 Make new employees feel welcome and comfortable
 Retain a pool of new, capable employees

5. Benefits
 Establish clear standards that help reduce disputes
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and limit liability.
Promote consistent management .
Inform new employees of the company’s policies .
Demonstrate a commitment to equal treatment of
personnel .
Provide protection from claims of discrimination and
sexual harassment .

6. What should employee
orientation programs include?
 An orientation program helps the employee
understand their assigned duties, terms and
conditions of employment as well as the
organizational culture.

7. Welcome employee to company
 Orientation to business:
 history
 mission statement
 goals and objectives
 organizational structure, e.g. own job description and
relationship of position to other positions
 future plans

8. Cont.. policies and procedures, for example:
Company
 dress code
 reporting procedures
 smoking restrictions
 expense claims
Legislation
 Safety procedures
 Emergency procedures
 operating telephone system,
 who to call for repairs

9. Cont..
Explanation of benefit package
 group insurance,
 sick leave,
 holidays
Tour facility and work areas:
 introduce employees
 identify amenities, e.g. washrooms, shower
 explain emergency procedures
 identify safety equipment

10. Cont..
 Describe job responsibilities and performance
expectations
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review job description
 review product standards
 discuss applicable legislation
 provide manuals for operating equipment
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Finalize employment documentation

11. Case study
New Manager Orientation and Assessment for Software Company
Challenge
A North American social networking software company had experienced
significant company growth over a one-year period. To manage their
expanded customer base and increased call volumes, the client enlarged
their workforce by 100%. Although a comprehensive two-week training
program was provided to new front-line employees, no formal corporate
orientation was available to new managers and executives. Orientation
provided was inconsistent between departments and in some instances
non-existent. Over the subsequent two years, the client was challenged
with a management turnover rate of over 50% per year.

12. Solution
Management employee survey results and feedback from exit interviews
initially identified that a corporate orientation program would greatly
benefit new management employees. To initiate such a program,
Limestone Learning’s managing partners conducted a comprehensive
content analysis and interviews with new management employees to
identify requirements. Focus sessions with all levels of management were
also held to introduce the program objectives, timeline and new-hire
training requirements, gather suggestions for program topics and
increase buy-in to the program. Company executives were included in
each feedback session to show support for the program.

13.  skills and knowledge questionnaire was developed and sent
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to managers prior to attending training to provide the
program included face-to-face training courses, CEO
welcome video, hands-on workshops, company tour and
Assessment developed for the orientation program
included a corporate orientation board game, training
games,
quizzes, group discussions, skill practices and case studies.
Post-program evaluation included on-the-job
observation of the new employees by their managers in
combination with skill questionnaires sent one month and
three months after training was completed to assess the
level of skill transfer and applied learning to the job.

14. Results
 The Corporate Orientation program was extremely
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successful. The program generated a lot of excitement and
support from all levels of management. Feedback from new
managers was extremely positive. They felt valued by
the organization and believed the orientation program
provided them with a solid foundation to succeed on the
on the job, realized a greater degree of employee
satisfaction and experienced a significant decrease in
management turnover and associated costs.

15. Video

16. Thank you