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INTRODUCTION

 

 

In
Human Resource Management, after an extensive recruitment process for hiring
the best candidate, before the new employee starts there is essential
information that needs to be communicated for their job to give the best
possible in business. Once a job candidate has been selected, he or she needs
to be introduced to the job and organization. This introduction is called
orientation.

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Orientation
is a process of helping the new entrant, to gel up in the organization, easily
and quickly. In this process, a practical overview of the organization is
given, in which the new employee  is
introduced to different people working in the organization, to make him “feel
at home” and self-belongingness and work comfortable in the new culture and environment.
It is also the process of pointing new employees toward successful and giving
them the guidance and information they need to become productive on the job.

In
Genesis 2:15-17, it says, the earliest example of job orientation in the Bible
is the creation story in Genesis where God introduces Adam to his new job “The
Lord God took the man and put him in the Garden of Eden to work it and take
care of it. And the Lord God commanded the man, “you are free to eat from any
tree in the garden; but you must eat from the tree of the knowledge of good and
evil, for when you eat of it you will surely die,”

The
“dividends” of successful orientation, according to research studies, are a reduction
in turnover, absenteeism, and performance problems; positive attitude about the
organization; production efficiency; and improved communication between
supervisors and employees.

            There is one study, researchers
discovered the following about new employees that in the first day on the job
new employees feels anxious and disturbing ones feel inadequate and how well
they get along with their co-workers. That is why there are some firms, company
they spend a few weeks or even months on orientation programs because it helps
adjust better and helps a good relationship to co-workers and helps reduce
anxiety of the new employees. They need to understand the values and behaviors
in the workplace.

             Further, the efficiency of an orientation
program can have a lasting effect on absenteeism and turnover and adjust to
their new role, this will helps retention of employees and saves on recruitment
costs and helps employees to feel supported.

 

OBJECTIVES

 

 

            As what I learned in orientation, is
required to educate new employees regarding the goals and responsibilities and
the objectives of the position and company. Here are the major objectives of
orientation, 1. Gain employee commitment, 2. Reduce his or anxiety, 3. Help him
or her understand organization’s expectations, and 4. Convey what he or she can
expect from the job and the organization.

In
addition, it also requires cooperation between individuals in the HR unit and
other managers and supervisors; even in a small company the supervisor or
manager has the total responsibility for orientation in order to meet the
objectives of the said organization.

 

WHY ORIENTATION IS IMPORTANT?

            Based on the discussion, Orientation
is important because it lays a foundation for the new employee’s entire career
with the department…Encourages employee confidence and helps the new employee
adapt faster to the job; Contributes to a more effective, productive workforce;
Improves employee retention; and Promotes communication between the supervisor
and the new employee.

            Without orientation, new employees
sometimes feels uncomfortable in his/her new position and takes longer to reach
his/her full potential. Well, as what I learned during the discussion in HRM is
that, the goal of HR is to retain and motivate employees, also an important
factor in reducing turnover and, minimizing costs to run an organization.

 

WHAT
TO ORIENT IN NEW EMPLOYEE?

 

            What I learned in HRM class, the
Manager has big role in orientating his/her new employee in a department. He /
She need to prepare for the employee’s arrival, and make sure he /she has the
resources, work-related tools, and also training in the said position.   

            Prior to employee’s arrival the
manager must inform the staff of the employee’s arrival; set up and clean the
new employee’s office space and the supplies; establish a schedule for the
first day and a training schedule. Then during the first week, the manager also
has the responsibility to introduce new employee to staff, Review the dress
code and office rules, accompany during the tour of the building, offices and
facilities including the restrooms and emergency exits and etc. and new
employee must be provided and appropriate orientation such topics as are listed
on the New Hire Checklist. Give them information, technology reference
materials that necessary to perform their jobs.

 

 

TYPES
OF ORIENTATION PROGRAMME

           

           

            According to
Kashyap, R. (2013), there are 3
types of orientation. 1. Formal and Informal Orientation. In Formal Orientation
has a structured programmed it helps a new hire in acquiring a known set of
standards, it is shared by the HR Specialist and supervisors and also elaborate
and is spread over a couple of week or month. While the Informal Orientation,
employees are directly put on a job. It promotes innovative ideas. The choice
depends on management’s goals. New employees are instructed to report to the HR
finds to be brief-lasting one hour or even less.

            2. Individual vs. Collective
Orientation, Individual Orientation preserves individual differences it is also
expensive and time consuming. Some smaller firms they used to go for individual
programmed. But In collective Orientation is likely to develop homogenous
views, meaning it is less time consuming and normally the large firms have this
kind of orientation. The last type of orientation is the Serial vs.
Disjunctive. In Serial is an experienced employee inducts a new hire in case of
serial orientation and maintains traditions and customs. However, In case of
disjunctive orientation new hire do not have predecessors to guide them, it
also produces more inventive employees.

WHO SHOULD CONDUCT IN AN EMPLOYEE
INDUCTION/ORIENTATION?

            Obviously, the members of Human
Resource, the management and those with experts in their specific fields are
the responsibility to conduct. Not only the HR’s responsibility. The
responsibility is shared from top to bottom of the company and every employee plays
a part in bringing on a new person.

            HR professionals are vital in an
organization; we’d be lost without them. They are the major role in having
employees, especially in orientation. Moreover, Human resources team should
make sure there is a thorough and updated framework for the orientation
process. Managers should also consider building a strong professional
relationship with new employees.

HOW
TO INDUCT SUCCESSFULLY?

           

            In successful business, where in
productive employees is the foundation, in which some employers understand.
Therefore, new employees it is important that they participate in an employee
program because there are some steps to follow. A systematic plan should be
followed; a checklist of points to be included in induction should be prepared,
there is also an induction booklet should be provided and anyone who is
promoted or transferred from one job to another should also be inducted.

            According to
Buff, T. (2016) communicating
culture, enthusiasm and vision is the key to a successful induction. Here are
the 6 tips for a powerful induction programmes he discussed: 1.Budget helps a lot. Because
the larger the organization, the more people need to be inducted and more
budget needed.2.Planning
and design are important,
whatever the scale. the important is the new employees
experience a positive and informative one.3.If you are using technology (such as a learning management system or mobile learning Apps)
to deliver some or all of your induction training it has to be slick and easy
to use. It has to look good and be convenient to use.4.The delivery mechanism is important,
but don’t lose sight of the content. It needs to be accurate, up to date,
helpful, and timely and engaging. So, with all these steps presented the new
employees will better equip to succeed in the organization or business.

PROBLEM IN ORIENTATION

           

            In my own experienced, I can say
that there some potential problems with orientation. Because sometimes it can
be too much information within a short period of time. And the new employees
might feel overwhelmed. And if there is no orientation is provided, wherein new
employees seek answers to each question, and sometimes the information can be
too broad and they can’t understand what the information says.

            Some companies has no planning, they
do not invest enough time and money in their orientation program. With the
orientation left the human resource department, top level managers usually
exclude themselves. They failed to enhance the opportunity to communicate the company
goals to new employees effectively. They must be the role models and welcome
the employees personally.

            Other companies do not provide
handouts wherein a handout should contain synopsis of the topics covered during
the orientation. Then checklist of key points can be recorded. Most companies
after an initial program do not have a follow up sessions. It is the baseline
if the new employees are comfortable with company policies. If possible,
periodic follow-up sessions are ways of finding out how the employees feel the
workplace.

 

HOW
TO MAKE INDUCTION EFFECTIVE?

 

            Basically, based on the discussion I
learned that giving induction to the new employee is essential but is not
simple. Instead, there must be a designed and implemented induction programmes
are observed effective.

            As cited by Chand, S. (n.d.) there are some
requisites of an effective induction programme: 1. receiving new employees: The new employees need to be duly
received by the organization. So that the new employee feels that they are
required in the organization. 2. Determining
the new employees’ need for information the central element that
guides the designing of an induction programme is to decide first “What do the
new employees need to know now?” Many a times, the new employees are given
information which is not immediately required but the required one is not
given. Others feel confused about the job and the organization. Therefore, it
is important to decide the vital information a new entrant needs to receive on
his joining theorganisation.3. Determining
how to present the information: Obviously, the required information
needs to be presented to the new employees in the right form and manner so as
to have its maximum intact on the employees.4. Delivering induction training by the right
instructor: Much of the effectiveness of an induction programme
depends on who conducts the induction training. Therefore, the induction
programme needs to be conducted by the right trainer only. 5. Evaluating
the induction programme: Like all other training programmes,
whether or not an induction programme is effective is determined by evaluating
the programme. This is necessary to know to decide whether to continue the
programme in future also or not or whether the programme needs any improvement
in future.

 

 

CONCLUSION

 

            The induction and orientation program may
differ from organization to organization, but their aim is obtaining
capable people for achieving the objectives of the organization and for
ensuring effective utilization of their services, and facilitates smooth rehabilitation of the
employee into the new organization.

            The program helps to build up trust,
confidence, morale and a sense of belongingness in employees towards the organization.
So that, he will give his best to the organization. Above all, It is a big help
to make new employees feel like part of the company’s future.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

References

Buff, T. (2016, January 18). Agylia.
Retrieved from
https://www.agylia.com/blog/elearning/the-key-to-successful-induction-programmes
Chand, S. (n.d.). Retrieved
from

How To Make An Induction Programme More Effective?


Kashyap, R. (2013, November
20). Slideshare. Retrieved from

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

references

 

 

 

http://smallbusiness.chron.com/orientation-important-employees-11562.html

 

 

https://yourbusiness.azcentral.com/orientation-important-organization-7519.html

 

 

 

Orienting Your New Employee

 

 

 

https://bizfluent.com/list-6559557-types-employee-orientation.html

https://www.tuturself.com/posts/view?menuId=135=999

http://www.yourarticlelibrary.com/hrm/how-to-make-an-induction-programme-more-effective/35289 how to make
orientation effective

 

 

 

 

Who is Responsible for New Employee Orientation?


January 16, 2017/in Hiring, Engagement
& Retention, Human Resources /by Employers
Resource

 

 

 

 

http://www.greatresumesfast.com/blog/2009/09/16/what-are-the-9-components-of-a-successful-employee-induction-programme/ 9 COMPONENTS OF
A SUCCESSFUL…

 

 

 

 

 

https://www.agylia.com/blog/elearning/the-key-to-successful-induction-programmes( how to induct
successfully. Tim Buff on 18.01.2016.

 

 

 

 

 

 

http://www.yourarticlelibrary.com/hrm/how-to-make-an-induction-programme-more-effective/35289  by Smriti Chand

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

            

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