Orientation is a systematic introduction of new employees to their jobs, coworkers, and organization. It aims to make employees feel comfortable and provide necessary information to function effectively. An orientation program typically covers company background, policies, procedures, roles and responsibilities. It is important to give new employees a good first impression through a well-planned orientation process that reduces anxiety and accelerates job proficiency.

2. Presentation

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.
Orientation

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• The process of orientation is meant to induct a new employee into the new
social setting of his work. The new employee is introduced to his/her job
situation and informed about the rules, working conditions, privileges and
activities and other particulars pertaining to the organization.
• It is important to give the new employee a good impression on the first day
of work. However, the orientation programme should not end there. It is
also important to have a systematic Orientation programme, spread over
several days, to cover all the ground in the shortest effective time.
• the orientation programme may consist of brief explanation by a member of
the HR department or the supervisor under whom the employee will work.

5. • In the case of supervisory and management employees, orientation
training may be more elaborate. Some organizations show movies
explaining their activities. Others arrange for lectures and
presentations on the organization and its practices.
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6. Purpose of Orientation
To reduce anxiety.
Accelerate proficiency
Encourage positive attitude
To reduce employee turnover.
Assist in newcomer adjustment
 To save time for supervisor & colleagues.
 To Develop Realistic Job Expectations and Job Satisfaction
The idea is to make the new employees feel ‘at home’ in the new environment.

7. Effective Orientation Programme
In some organizations, the orientation programme is divided into phases. In the first
phase, the orientation is generally done by a member of the HR department who
informs the new employee particulars relating to the organization. In the second phase,
orientation is done by the supervisor of the department in which the new employee is
going to work. He/she informs the new comer about his/her job, duties, responsibilities,
importance of his/her job in relation to other jobs etc. Further, he/she is introduced to
the rest of the work team.
The orientation programme should be drawn up in consultation with all those involved.
Depending on the size and complexity of the business, this may include:
Senior management
Supervisors or line managers
HR officials
Health and Safety managers
Employee or trade union representatives

8. The CEO’s Role in Orientation
●Senior management are often visible during the
new employee orientation process.
●CEOs can:
oWelcome employees.
oProvide a vision for the company.
oIntroduce company culture -- what matters.
oConvey that the company cares about employees.
oReduce some new employee anxieties and help them to
feel good about their job choice.

9. What Orientation programme
involves
• Orientation usually involves the new employees meeting and listening to different
people talk about various aspects of the business. Other methods include written
information, audio-visual aids and group discussion.
The following items are generally covered in the orientation programme:
• Introduction to the business/department and its personnel/management structure
• Layout of buildings (factory/offices)
• Terms and conditions of employment
• Relevant personnel policies, such as training, promotion, health and safety
• Business rules and procedures
• Arrangement for employee involvement and communication
• Welfare and employee benefits and facilities

10. Socialization, Training and
Development
Socialization, training and development are all used to help new
employees adapt to their new organizations and become fully
productive.
Ideally, employees will understand and accept the behaviors desired by
the organization, and will be able to attain their own goals by exhibiting
these behaviors.

11. Socialization
A process of adaptation to a new work role.
Adjustments must be made whenever
individuals change jobs
The most profound adjustment occurs when
an individual first enters an organization.

12. The Assumptions of Employee Socialization:
● Socialization strongly influences employee performance and
organizational stability.
● Provides information on how to do the job and ensuring
organizational fit.
● New members suffer from anxiety, which motivates them to learn the
values and norms of the organization.

13. ●Socialization is influenced behaviors exhibited by colleagues,
management, employees, clients and others.
●Individuals adjust to new situations in remarkably similar ways.
●All new employees go through a settling-in period.
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14. Socialization Process

15. The Socialization Process
Pre-arrival stage:
● Individuals arrive with a set of values,
attitudes and expectations which they
have developed from previous experience
and the selection process.

16. Encounter stage
Individuals discover how well their
expectations match realities within the
organization.
Where differences exist, socialization
occurs to inspire the employee with the
organization’s

17. Metamorphosis stage
Individuals have adapted to
the organization, feel
accepted and know what is
expected of them.

18. Employee Training
Definitions
●Employee training
a learning experience designed to achieve a
relatively permanent change in an
individual that will improve the ability to
perform on the job.
●Employee development
future-oriented training, focusing on the
personal growth of the employee.

19. Employee Training
Determining training needs
●Specific training goals should be based on:
oorganization’s needs
otype of work to be done
oskills necessary to complete the work
●Indicators of need for more training:
odrops in productivity
oincreased rejects
oinadequate job performance
orise in the number of accidents

20. Employee Training
●On-the-job training methods
oJob Rotation
oUnderstudy Assignments
●Off-the-job training methods
oClassroom lectures
oFilms and videos
oSimulation exercises

21. OJT
●Having a person learn a job by actually doing the job.
OFF-JT
●Case study method
oManagers are presented with a description of an organizational problem to
diagnose and solve.
●Management game
oTeams of managers compete by making computerized decisions regarding
realistic but simulated situations.

22. OFF-JT
●Outside seminars
oMany companies and universities offer Web-based and traditional management
development seminars and conferences.
●Role playing
oCreating a realistic situation in which trainees assume the roles of persons in that
situation.

23. Employee Development
●This future-oriented set of activities is
mostly an educational process.
●All employees, regardless of level, can
benefit from the methods previously used
to develop managerial personnel.

24. Employee Development
Employee development methods
●Job rotation involves moving employees to
various positions in the organization to expand
their skills, knowledge and abilities.
●Assistant-to positions allow employees with
potential to work under and be coached by
successful managers.

25. Employee Development
Employee development methods
●Simulations include case studies, decision games
and role plays are intended to improve decision-
making.
●Outdoor training typically involves challenges
which teach trainees the importance of teamwork.

26. Types of training programmes
All training programmes designed by the organizations can be of any
one of the types stated below:
Job training
Refresher training
Promotional training

27. Job Training:
• The purpose of job training is to increase the knowledge of workers about the jobs
with which they are concerned so that their efficiency and skill of performance are
improved. In job training, workers learn correct methods of handling machines and
equipment, avoiding accidents, etc.
Refresher Training
• At the time of initial appointment, employees are formally trained for their jobs, but
with the passage of time, they may forget some of the methods which were taught to
them or all of them may have become out-dated because of technological
development. Hence refresher training is arranged for existing employees in order to
enable them to refresh and improve their knowledge.
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28. Promotional Training:
• Many organizations have adopted a policy of filling some of the
vacancies at higher levels by promoting existing employees. When
existing employees are promoted in an organization, they are required
to shoulder new responsibilities. For this, they require training so that
they may not experience any difficulty to shoulder the responsibilities
of the new position to which they have been promoted.
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