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Orientation hrm

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Jonathan Vincent
Jonathan Vincent

This document outlines an orientation program for a new employee named Jonathan Vincent. It discusses the purpose of orientation programs which is to introduce new employees to their jobs, coworkers, and organization. The document then provides details on the objectives, types of information conveyed, formal vs informal and individual vs collective orientation approaches, as well as recommendations for an effective orientation program.

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ORIENTATION JONATHAN VINCENT M.B.A. (S-2) ROLL NO. 16
ORIENTATION “Orientation is a systematic and planned introduction of employees to their jobs, their co-workers and the organization.” Typically Induction(orientation) conveys three types of information  General information about daily work routine.  A review of the organization’s history  A detailed presentation, perhaps in a brochure of the organization’s policies, work rules and employee benefits.
OBJECTIVES  To help new staff form positive first impressions, that he/she belongs to the company, feels welcome and supported;  To assist in understanding the culture and values;  To improve staff efficiency, work standards, revenue and profits;  To improve staff morale
Why Induction/Orientation  Accommodating employees  Becoming Insider  Overcoming employee anxiety  Overcoming reality shock  Reducing employee turnover
What to Induct/ Orient  A current organization chart of the company  Map of facility  Key terms unique to industry, company and the job  A copy of company’s policy hand books  List of benefits  Telephone numbers and location of key people and operations  Sample copies of the company’s publications etc.
Types Of Orientation Programme  Formal and Informal Orientation  Individual and Collective Orientation  Serial and Disjunctive Orientation
FORMAL VS. INFORMAL ORIENTATION Formal Orientation Informal orientation Formal orientation has a structured programme In informal orientation employees are directly put on job. Formal programme helps a new hire in acquiring a known set of standards Informal programme promotes innovative ideas. Choice depends on management’s goals.
Individual vs. collective Orientation Individual Collective Individual orientation preserves individual differences. Individual orientation is expensive and time consuming. Collective orientation is likely to develop homogenous views. Collective orientation is less time consuming smaller firms go for individual Large firms normally have programmes. collective orientation.
Serial vs. disjunctive Orientation Serial Disjunctive An experienced employee inducts a new hire in case of serial orientation. In case of disjunctive orientation new hire do not have predecessors to guide them. Serial orientation maintains traditions and customs. Disjunctive orientation produces more inventive employees.
WHO SHOULD CONDUCT OR BE ACTIVELY INVOLVED IN AN EMPLOYEE ORIENTATION  Members of HR  Members of management  Experts in Specific fields
How To Orient Successfully  A systematic plan should be followed.  A check list of points to be included in orientation should be prepared.  An orientation booklet should be provided.  Anyone who is promoted or transferred from one job to another should also be oriented.  The aim should be to convey a clear picture of the working of the organisation.
Problems Of ORIENTATION  Busy or Untrained supervisor  Too much information  Overloaded with paperwork  Given menial tasks  Employee thrown into action soon  Wrong perceptions of employees
HOW TO MAKE ORIENTATION PROGRAMME EFFECTIVE  A warm and friendly welcome will reduce the possible problems  Involvement of Top Management  Determination of Information Need of the new employees  Planning the presentation of information  A phased induction programme would place the new employee at ease
Orientation hrm

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Orientation hrm

  • 2. ORIENTATION “Orientation is a systematic and planned introduction of employees to their jobs, their co-workers and the organization.” Typically Induction(orientation) conveys three types of information  General information about daily work routine.  A review of the organization’s history  A detailed presentation, perhaps in a brochure of the organization’s policies, work rules and employee benefits.
  • 3. OBJECTIVES  To help new staff form positive first impressions, that he/she belongs to the company, feels welcome and supported;  To assist in understanding the culture and values;  To improve staff efficiency, work standards, revenue and profits;  To improve staff morale
  • 4. Why Induction/Orientation  Accommodating employees  Becoming Insider  Overcoming employee anxiety  Overcoming reality shock  Reducing employee turnover
  • 5. What to Induct/ Orient  A current organization chart of the company  Map of facility  Key terms unique to industry, company and the job  A copy of company’s policy hand books  List of benefits  Telephone numbers and location of key people and operations  Sample copies of the company’s publications etc.
  • 6. Types Of Orientation Programme  Formal and Informal Orientation  Individual and Collective Orientation  Serial and Disjunctive Orientation
  • 7. FORMAL VS. INFORMAL ORIENTATION Formal Orientation Informal orientation Formal orientation has a structured programme In informal orientation employees are directly put on job. Formal programme helps a new hire in acquiring a known set of standards Informal programme promotes innovative ideas. Choice depends on management’s goals.
  • 8. Individual vs. collective Orientation Individual Collective Individual orientation preserves individual differences. Individual orientation is expensive and time consuming. Collective orientation is likely to develop homogenous views. Collective orientation is less time consuming smaller firms go for individual Large firms normally have programmes. collective orientation.
  • 9. Serial vs. disjunctive Orientation Serial Disjunctive An experienced employee inducts a new hire in case of serial orientation. In case of disjunctive orientation new hire do not have predecessors to guide them. Serial orientation maintains traditions and customs. Disjunctive orientation produces more inventive employees.
  • 10. WHO SHOULD CONDUCT OR BE ACTIVELY INVOLVED IN AN EMPLOYEE ORIENTATION  Members of HR  Members of management  Experts in Specific fields
  • 11. How To Orient Successfully  A systematic plan should be followed.  A check list of points to be included in orientation should be prepared.  An orientation booklet should be provided.  Anyone who is promoted or transferred from one job to another should also be oriented.  The aim should be to convey a clear picture of the working of the organisation.
  • 12. Problems Of ORIENTATION  Busy or Untrained supervisor  Too much information  Overloaded with paperwork  Given menial tasks  Employee thrown into action soon  Wrong perceptions of employees
  • 13. HOW TO MAKE ORIENTATION PROGRAMME EFFECTIVE  A warm and friendly welcome will reduce the possible problems  Involvement of Top Management  Determination of Information Need of the new employees  Planning the presentation of information  A phased induction programme would place the new employee at ease