This document discusses orientation, placement, and socialization programs for new employees. It defines orientation as a planned introduction to help employees adjust to their new jobs and work environments. The goals of orientation are to reduce anxiety, overcome reality shock, and help employees feel comfortable. Effective orientation programs determine the information needed by employees, how to present it, and include paperwork completion. Placement involves determining the appropriate job for each new employee based on assessing individual profiles and comparing them to job profiles. Socialization aims to help employees acquire work skills, adopt proper roles, and adjust to company norms and values.

1. Welcome to the presentation
on
ORIENATION,PLACEMENT
AND SOCIALISATION
PROGRAMMES

2. ORIENTATION
A formal definition of
orientation is
“… planned introduction of
employees to their jobs, their
co-workers and the organization.”

3. ORIENTATION CONVEYS 3 TYPES
OF INFORMATION
i.
General information about the daily
work routine
ii. A review of the organization's history,
founding fathers, objectives,
operations and products 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's
policies, work rules and employee
benefits

4. PURPOSE OF
ORIENTATION
Overcoming employee anxiety
Overcoming reality shock
To make the new employee feel ‘at
home’ in the new environment
To help the new employee adjust to a
new job and work environment

5. TOPICS OFTEN COVERED
IN AN ORIENTATION
PROGRAMME
•
•
•
•
Organizational issues
Employee benefits
Introduction
Job duties

6. ORIENTATION
PROGRAMME
•
•
•
•
An orientation programme may be
Formal or Informal
Individual or Collective
Serial or Disjunctive
Investiture or Divestiture

7. REQUISITES OF AN
EFFECTIVE ORIENATION
PROGRAMME
• Prepare for new employees
• Determine information new
employees want to know
• Determine how to present
information
• Completion of paperwork

8. EVALUATION OF
ORIENTATION
PROGRAMME
Maybe done through the use of
questionnaires (in case of formal
orientation)
Through interviews
Group discussions

9. INDICATORS OF A
FAULTY ORIENTATION
PROGRAMME
Low morale
Low productivity
More accidents
Quits
Requests for transfer
Absenteeism
Various sorts of complaints

10. PLACEMENT
“Placement” may be defined as
“the determination of the job
to which an accepted
candidate is to be assigned
and his assignment to that
job”

11. PLACEMENT PROBLEMS
(Related or depends on the type of
“job”)
Jobs may be classified into 3 kinds
i. Independent
ii. Sequential
iii. Pooled

12. CLASSIFICATION MODEL
FOR EMPLOYEE
PLACEMENT
The two elements in the model are
a. Individual (Individual Profile, Group
Profile)
b. Job (Job Profile, Job Family)

13. ASSESSMENT-CLASSIFICATION
MODEL FOR EMPLOYEE PLACEMENT
 Collect details about the employee
 Construct his or her profile
 Which subgroup profile does the individual’s
best fit in?
 Compare 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

14. SOCIALISATION
Organizational socialization is defined
in several different ways. A global
view includes three aspects
Acquisition of work skills and abilities
Adoption of appropriate role
behavior.
Adjustment to the norms and values
of the group

15. Thank You
For further queries please
contact me at
braggs.sharon@gmail.com