ORIENTATIO
N
CONTENTS
Introduction
Objectives
Why Orientation/Induction
What to Induct
Types
People Involved in Induction/Orientation
How To Induct Successfully
Problems of Orientation
How to make Induction effective
Conclusion
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,
OBJECTIV
ES
➢ 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 In informal orientation
a structured employees are directly
put on job.
programme.
Formal programme helps Informal programme
a
new hire in acquiring a promotes innovative ideas.
known set of standards Choice depends on
management’s goals.
Individual vs.
collective
Orientation
Individual Collective
Individual orientation collective orientation is
likely
preserves individual to develop homogenous
differences. views.
Individual orientation is Collective orientation is less
expensive and time time consuming.
consuming.
smaller firms go for Large firms normally
individual programmes. have collective
orientation.
Serial vs.
disjunctive
Orientation
Serial Disjunctive
An experienced employee In case of disjunctive
inducts a new hire in case orientation new hire do
not have predecessors to
of serial orientation.
guide them.
Serial orientation Disjunctive orientation
maintains traditions and produces more
customs. inventive employees.
WHO SHOULD CONDUCT OR BE
ACTIVELY INVOLVED IN AN
EMPLOYEE INDUCTION
Members of HR
Members of management
Experts in Specific fields
How to induct successfully
➢ A systematic plan should be followed.
➢ A check list of points to be included in induction
should be prepared.
➢ An induction booklet should be provided.
➢ Anyone who is promoted or transferred from one
job to another should also be inducted.
➢ The aim should be to convey a clear picture of
the working of the organisation.
Problems OF ORIENTATION
1. Busy or Untrained supervisor
2. Too much information
3. Overloaded with paperwork
4. Given menial tasks
5. Employee thrown into action soon
6. Wrong perceptions of employees
HOW TO MAKE INDUCTION PROGRAMME
EFFECTIVE
➢ Feed forward of the possible problems and solutions
➢ 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
Conclusio
n
Therefore, we may say that induction and
orientation play pivotal role in success of an
organisation by acquainting a new
employee to the new environment, rules
and regulations which in turn helps in better
performance.
