Employee Orientation

Orientation - Definition and meaning
Purpose of orientation
Orientation programme
Requisites of an effective programme
Problems of orientation
Orientation check list
Evaluation of orientation programme
Employee placement
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.
Should be a process, not an event.

 To reduce start up costs (associated with job
learning)
 To reduce anxiety
 To reduce employee turnover
 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
Expedite proficiency
Assist in newcomer assimilation
Enhance adjustment to work group and norms
Encourage positive attitude

1.Orientation checklist, employee handbook and
orientation program.
2.Communicate pride in the company by giving each

new employee an item with the company logo on it.
3.Encourage communication, and a sense of

importance, by inviting new employees to have
coffee or lunch with the company owner or a senior
manager.
4. Encourage new employees to sample the product
and or service that the company sells (i.e. Some
restaurants offer new employees a complimentary
meal).
5. Reduce the stress of starting a new job by pairing

new employees with a buddy (a more senior or
experienced team member) that can help coach them
through the first few weeks on the job.
Here are some ideas to consider, when devising the
orientation program:
1.The MIND thinks in IMAGES… not WORDS!
2.Repetition is Key… Repetition is Key… Repetition is

Key.
3.Employee is most excited on the first day of work.

You need to keep that excitement alive for as long as
possible!
Games can provide for an informal and fun
orientation.. For example:
 Photo match after the tour
 Signature hunt
Typically orientation conveys three types of info:
(i)General information about the daily work routine;
(ii)A review of organization’s history, founding fathers,

objectives, operations and product 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 policies, work rules and employee
benefits.
Educate the attendees about the history of the
company, the financial performance of the company
and the marketing initiatives of the company.
Brief history and operations of the company.
Products and services of the company.
The company’s organization structure.

Location of department and employee facilities.
Rules, regulations and daily work routines.
Grievance procedures.
Safety measures.
Standing orders and disciplinary procedures.

Terms and conditions of service including wages,
working hours, overtime, holidays etc.
Suggestion schemes.
Benefits and services for employees.
Opportunities for training, promotions, transfers

etc.
Too much paperwork
Information overload
Information irrelevance
Scare tactics
Too much “selling” of the organization
Too much one-way communication
One-shot mentality
No evaluation of program
Lack of follow-up
The program was not planned
The employee was unaware of the job requirements
The employee does not feel welcome

Preparation for First Day
First –Day
Second – Day
First week
Within the first month
90-days and ongoing

Employee has to fill in a questionnaire evaluating the
programme
Group discussion sessions with new employees who

have settled into their jobs
Verbal feedback from the employees

Allocation of employee to their right jobs.
It includes initial assignment of new employees,

and promotion, transfer, or demotion of present
employees.
Collect details about the employees
Construct their profile
Which subgroup profile does the individuals profile

best fit?
 Differences in the two orientations
 How will the employee be after a month of

work?
 Should orientation be spread out to avoid

information overload?
 Buddy +ve and -ve

Good Orientation Bad Orientation
1. HR welcomes new employee Has to search for HR department
2. Orientation kit ready Takes and hour to get in place
3. Colleagues know Colleagues don’t know
4. Colleagues are not prejudiced Colleagues are prejudiced
5. Lunch with Senior manager No introduction
6. Orientation over a week One day orientation
7. Formal and informal No interaction

2002

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Orientation - Definition and meaning

It is also called as Induction.

Orientation is designed to provide a new

Should be a process, not an event.

 To reduce employee turnover

 To save time for supervisor & colleagues

 To Develop Realistic Job Expectations and Job

Assist in newcomer assimilation

Enhance adjustment to work group and norms

Encourage positive attitude

2.Communicate pride in the company by giving each

3.Encourage communication, and a sense of

5. Reduce the stress of starting a new job by pairing

1.The MIND thinks in IMAGES… not WORDS!

2.Repetition is Key… Repetition is Key… Repetition is

3.Employee is most excited on the first day of work.

 Photo match after the tour

(i)General information about the daily work routine;

(ii)A review of organization’s history, founding fathers,

(iii)A detailed presentation,perhaps,in a brochure, of

Brief history and operations of the company.

Products and services of the company.

The company’s organization structure.

Rules, regulations and daily work routines.

Standing orders and disciplinary procedures.

Benefits and services for employees.

Opportunities for training, promotions, transfers

Too much one-way communication

No evaluation of program

The employee was unaware of the job requirements

The employee does not feel welcome

Within the first month

90-days and ongoing

Group discussion sessions with new employees who

Verbal feedback from the employees

It includes initial assignment of new employees,

Construct their profile

Which subgroup profile does the individuals profile

 How will the employee be after a month of

 Should orientation be spread out to avoid

 Buddy +ve and -ve

1. HR welcomes new employee Has to search for HR department

2. Orientation kit ready Takes and hour to get in place

3. Colleagues know Colleagues don’t know

4. Colleagues are not prejudiced Colleagues are prejudiced

5. Lunch with Senior manager No introduction

6. Orientation over a week One day orientation

7. Formal and informal No interaction

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