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Employees orientations

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In the name of Allah, the most gracious,In the name of Allah, the most gracious, the most mercifulthe most merciful

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EMPLOYEESEMPLOYEES ORIENTATIONORIENTATION BYBY Saeed ur Rehman Khattak M.Com (Accounting & Finance) Roll No. AY-540751

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INTRODUCTIONINTRODUCTION  A procedure for providing new employees with basic background information about the organization.  Systematic and planned introduction of employees to their jobs, co-workers and managers at all level.  The orientation period is typically the time when employees can gain a more in-depth understanding about the goal and fringe- benefits of the organizations  Employee orientation often called “onboarding”.  HR Department usually design and launch the orientation programs.  Orientation of employees slightly vary from Department to Department  A motivation of new employees to take active role in their organization

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BACKGROUNDBACKGROUND  The employee orientating concept starts from the era of Holy Prophets when They were used to guide a person who was new to the religion Islam.  The idea of the division of labor or job specialization of Adam Smith in 1776, give birth to the concept of orientation process of labor.  Industrial revolution, in the late 18th century, when machine power substituted for human power, is the important landmark in the history of employees orientation.  Modern orientation of employees starts from the publication of book, titled “Successful Orientation Programs” by Sabrina Hicks in April, 2000.

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SIGNIFICANCESIGNIFICANCE  Provides the new employee with concise and accurate information to make him/her more comfortable in the job.  Encourages employee confidence and helps the new employee adapt faster to the job.  Contributes to a more effective and productive workforce.  Reduce the employees turnover and increase the retention.  Ensure smooth functioning of the rules of business.  Save the time of Supervisors.  Ensure efficient workflow of the organizations.  Ensure the employees favour towards organization  Increase the overall productivity of the organization  Make the employees to feel that they are at home and part of the team.

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OBJECTIVESOBJECTIVES  Helps employee to understand the organization in broad sense.  To enhance high level satisfaction in the newcomers  To Reduce his or her Anxiety.  To Reduce Employee Turnover.  To gain employees commitment  To help employee in understanding the expectations of org.  To make the newcomers aware about the modus operandi of org.  To Reduce Startup Costs probably to be incurred on the learning of employees.  Make the new employee feel welcome and at home and part of the team  Make sure the employee has basic information to function effectively.

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ESSENTIALS OFESSENTIALS OF ORIENTATIONORIENTATION

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EFFECTIVE ORIENTATIONEFFECTIVE ORIENTATION  Treat them with warmth welcome  Make them feel that they are valuable for the organization.  Beseech them to pay obligations according to the core value of Islam and motivate them about ethics.  Arrange a celebration and get together on launch with the new comers.  Arrange catchy mentor to illustrate the vision, mission, strategy & achievement of the organization before the newcomers.  Introduce them with the managers at all level.  Make the orientation so friendly so that they may know the expectation of the organization and their role.  Do use effective and enthusiastic videos, lectures and speeches.  Give free hand to ask any type of questions without any hesitation and treat them like your own family member.

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WORK METHODOLOGYWORK METHODOLOGY  Study of the Text Book issued by the AIOU  Read the research articles of scholars on the relevant topic  Discussion with the HR Managers QAU  Discussion with the Management Scholars  My Own experience of HR in PAK Army, CMA (RC) and QAU

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DATA COLLECTIONDATA COLLECTION TOOLSTOOLS  Use of Checklist  Interviews of Scholars related to the Management  Discussion with professional colleagues of QAU  Studies of relevant material from the Library  Search the scholar articles over the internet  Spot visit to the QAU.  My own experience of HR

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DATA COLLECTIONDATA COLLECTION  Data collected from the Text Book issued by AIOU  Data collected from the book titled “successful employees orientating” written by “Sabrina Hick” in April 2000  Data Collected from the Discussion with Scholar of HRM  Data Collected from the Interviews of HR Officers, QAU  Data Collected from the Interview of senior working staff of QAU  Data Collected from research articles of Scholars  Data from my own practical experience of HR in reputable institutions viz; (Pak Army, CMA (RC) and QAU

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DATA ANALYSISDATA ANALYSIS  By analysis through the thorough study of the topic  By analysis all the collected data and irrelevant information discarded  By putting the meaningful information in the report related to the topic  Avoided and omitted less important Data  Analysis made through the discussion with the experts  Avoided data which may arise confusion on the subject matter.  Analysis made with my own experience about the subject matter

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FINDINGSFINDINGS 1. All Organizations are not alike and the employees orientation process is slightly different from each other. 2. Reluctance to give exact answer to the query of new employee. 3. Lack of coordination and motivation of new employees and treated them as personal servants. 4. Much of seniors just tells the new entrants about the weakness and negative points in order to get them out of the organization. 5. Not let them knowing their rights and obligations by the seniors. 6. Often their mistakes are reported exaggeratedly to make the new entrants victim of inferiority complex. 7. New employees are harassed by giving tough assignment at initial stage and taunted them on their failure irrespective of the fact that they are new to the job. 8. In most of cases they are assigned the unexpected jobs irrespective of their actual designation and skill during their first few weeks.

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RECOMMENDATIONSRECOMMENDATIONS 1. In fact organizations are not a like hence orientation is different but yet the orientation basic elements should not be ignored. 2. Newcomers may be new to the set up but it does not mean that they are inefficient, they asks questions to adapt themselves with the set up so their questions should be replied with satisfactory answer irrespective of their way of questioning. 3. Proper coordination and motivation should be ensured and they should be treated as employees not servants, it would be much better if they treated like own brothers and sisters. 4. Only highlighting weakness of organizations lead the employee to turn off, new employees should be conveyed achievement of the organization and if any weakness, try to tell in positive way. 5. Complete information should be provided by highlighting their rights and obligations towards organization enabling them to satisfy Continue…

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RECOMMENDATIONSRECOMMENDATIONS 6. They should deal with soft language and guide them to correct their mistakes rather to report to higher authority about their weaknesses. Employees all over the world learn from their mistakes and mistakes occurs whenever you will trying to do your best. Don’t let them to loss their confidence just encourage them with catchy words. 7. New employees should be given an easy tasks at least for three months of their appointment so that he could learn his job first and then he will be able to tickle down with the tough assignment. If such assignments are given, be encourage them rather to taunt. 8. After appointment and orientation, they should be given jobs according to their designations, unexpected assignment irrelevant to their jobs lead them towards the turnover which might be dangerous for the integrity of the organization.

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Employees orientations

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Employees orientations

  • 1. In the name of Allah, the most gracious,In the name of Allah, the most gracious, the most mercifulthe most merciful
  • 2. EMPLOYEESEMPLOYEES ORIENTATIONORIENTATION BYBY Saeed ur Rehman Khattak M.Com (Accounting & Finance) Roll No. AY-540751
  • 3. INTRODUCTIONINTRODUCTION  A procedure for providing new employees with basic background information about the organization.  Systematic and planned introduction of employees to their jobs, co-workers and managers at all level.  The orientation period is typically the time when employees can gain a more in-depth understanding about the goal and fringe- benefits of the organizations  Employee orientation often called “onboarding”.  HR Department usually design and launch the orientation programs.  Orientation of employees slightly vary from Department to Department  A motivation of new employees to take active role in their organization
  • 4. BACKGROUNDBACKGROUND  The employee orientating concept starts from the era of Holy Prophets when They were used to guide a person who was new to the religion Islam.  The idea of the division of labor or job specialization of Adam Smith in 1776, give birth to the concept of orientation process of labor.  Industrial revolution, in the late 18th century, when machine power substituted for human power, is the important landmark in the history of employees orientation.  Modern orientation of employees starts from the publication of book, titled “Successful Orientation Programs” by Sabrina Hicks in April, 2000.
  • 5. SIGNIFICANCESIGNIFICANCE  Provides the new employee with concise and accurate information to make him/her more comfortable in the job.  Encourages employee confidence and helps the new employee adapt faster to the job.  Contributes to a more effective and productive workforce.  Reduce the employees turnover and increase the retention.  Ensure smooth functioning of the rules of business.  Save the time of Supervisors.  Ensure efficient workflow of the organizations.  Ensure the employees favour towards organization  Increase the overall productivity of the organization  Make the employees to feel that they are at home and part of the team.
  • 6. OBJECTIVESOBJECTIVES  Helps employee to understand the organization in broad sense.  To enhance high level satisfaction in the newcomers  To Reduce his or her Anxiety.  To Reduce Employee Turnover.  To gain employees commitment  To help employee in understanding the expectations of org.  To make the newcomers aware about the modus operandi of org.  To Reduce Startup Costs probably to be incurred on the learning of employees.  Make the new employee feel welcome and at home and part of the team  Make sure the employee has basic information to function effectively.
  • 8. EFFECTIVE ORIENTATIONEFFECTIVE ORIENTATION  Treat them with warmth welcome  Make them feel that they are valuable for the organization.  Beseech them to pay obligations according to the core value of Islam and motivate them about ethics.  Arrange a celebration and get together on launch with the new comers.  Arrange catchy mentor to illustrate the vision, mission, strategy & achievement of the organization before the newcomers.  Introduce them with the managers at all level.  Make the orientation so friendly so that they may know the expectation of the organization and their role.  Do use effective and enthusiastic videos, lectures and speeches.  Give free hand to ask any type of questions without any hesitation and treat them like your own family member.
  • 9. WORK METHODOLOGYWORK METHODOLOGY  Study of the Text Book issued by the AIOU  Read the research articles of scholars on the relevant topic  Discussion with the HR Managers QAU  Discussion with the Management Scholars  My Own experience of HR in PAK Army, CMA (RC) and QAU
  • 10. DATA COLLECTIONDATA COLLECTION TOOLSTOOLS  Use of Checklist  Interviews of Scholars related to the Management  Discussion with professional colleagues of QAU  Studies of relevant material from the Library  Search the scholar articles over the internet  Spot visit to the QAU.  My own experience of HR
  • 11. DATA COLLECTIONDATA COLLECTION  Data collected from the Text Book issued by AIOU  Data collected from the book titled “successful employees orientating” written by “Sabrina Hick” in April 2000  Data Collected from the Discussion with Scholar of HRM  Data Collected from the Interviews of HR Officers, QAU  Data Collected from the Interview of senior working staff of QAU  Data Collected from research articles of Scholars  Data from my own practical experience of HR in reputable institutions viz; (Pak Army, CMA (RC) and QAU
  • 12. DATA ANALYSISDATA ANALYSIS  By analysis through the thorough study of the topic  By analysis all the collected data and irrelevant information discarded  By putting the meaningful information in the report related to the topic  Avoided and omitted less important Data  Analysis made through the discussion with the experts  Avoided data which may arise confusion on the subject matter.  Analysis made with my own experience about the subject matter
  • 13. FINDINGSFINDINGS 1. All Organizations are not alike and the employees orientation process is slightly different from each other. 2. Reluctance to give exact answer to the query of new employee. 3. Lack of coordination and motivation of new employees and treated them as personal servants. 4. Much of seniors just tells the new entrants about the weakness and negative points in order to get them out of the organization. 5. Not let them knowing their rights and obligations by the seniors. 6. Often their mistakes are reported exaggeratedly to make the new entrants victim of inferiority complex. 7. New employees are harassed by giving tough assignment at initial stage and taunted them on their failure irrespective of the fact that they are new to the job. 8. In most of cases they are assigned the unexpected jobs irrespective of their actual designation and skill during their first few weeks.
  • 14. RECOMMENDATIONSRECOMMENDATIONS 1. In fact organizations are not a like hence orientation is different but yet the orientation basic elements should not be ignored. 2. Newcomers may be new to the set up but it does not mean that they are inefficient, they asks questions to adapt themselves with the set up so their questions should be replied with satisfactory answer irrespective of their way of questioning. 3. Proper coordination and motivation should be ensured and they should be treated as employees not servants, it would be much better if they treated like own brothers and sisters. 4. Only highlighting weakness of organizations lead the employee to turn off, new employees should be conveyed achievement of the organization and if any weakness, try to tell in positive way. 5. Complete information should be provided by highlighting their rights and obligations towards organization enabling them to satisfy Continue…
  • 15. RECOMMENDATIONSRECOMMENDATIONS 6. They should deal with soft language and guide them to correct their mistakes rather to report to higher authority about their weaknesses. Employees all over the world learn from their mistakes and mistakes occurs whenever you will trying to do your best. Don’t let them to loss their confidence just encourage them with catchy words. 7. New employees should be given an easy tasks at least for three months of their appointment so that he could learn his job first and then he will be able to tickle down with the tough assignment. If such assignments are given, be encourage them rather to taunt. 8. After appointment and orientation, they should be given jobs according to their designations, unexpected assignment irrelevant to their jobs lead them towards the turnover which might be dangerous for the integrity of the organization.