ORIENTATION
UNIT THREE
UNIT 3 IS DIVIDED INTO
4 SESSIONS.
Session 1
Sets you thinking what is orientation and its purpose
Session 2
It will focus on the general orientation in the company
which too is considered a Method of orientation
Session 3
Tells you what the other two methods of orienting
employees are. i.e. Department and job orientation.
Session 4
Explains to you the other considerations in orienting
employees’ issues like components in an orientation
kit, orientation time and evaluation of an orientation
programme. These should be taken into consideration
when designing an orientation programme for the
employees
SESSION 1
WHAT IS ORIENTATION & ITS PURPOSE?
Orientation as “a human resources management activity that
introduces new employees to the organization, and to the
employee’s new tasks, managers and work groups”.
Orientation is needed at different levels. The needs depend
on age, experience and career path of each employee.
The primary objective of orientation should be to make the
employee more comfortable, knowledgeable, and ready to
work within the firm's culture, structure and employment mix.
PURPOSE OF ORIENTATION
• To reduce fear and failure to work among
new employees.
• To reduce employee turnover
• To save time of supervisors and co-
workers
• To develop realistic job expectations,
positive attitudes towards the employer
and job satisfaction.
WHO ORIENTS NEW EMPLOYEES?
As you know business organizations are divided basically into three categories
namely small medium and large scale organizations
Small Organizations Medium Organizations Large Organizations
In smaller organizations the In the medium sized firms it is In a large firm it is the human
owner does all the orienting carried out by an operating resource department that
manager handles orientation
ORIENTATION IS CONDUCTED AT
TWO LEVELS.
"1. General orientation programmes of the company at
which topics relevant and interesting to all employees
of the organization are presented.
2. Departmental and job orientation programmes at
which topics that are unique to the new employees
attached to a specific department or a specified job
are explained.
SESSION 2
GENERAL ORIENTATION IN A COMPANY
Generally, a company is interested in making a profit and
providing a good service to its customers and clients. At the
same time it has to consider its social responsibilities and
satisfy needs of the employee and look into their general
wellbeing. The new employees too will be keenly interested in
their salaries, other fringe benefits and specific terms and
conditions of employment. Therefore, to obtain positive
results from an orientation programme it is essential that both
these parties should be satisfied.
THE POSSIBLE TOPICS THAT COULD BE DISCUSSED
AT THE GENERAL ORIENTATION ARE:
• OVERVIEW OF THE COMPANY
• KEY POLICIES AND PROCEDURES REVIEW
• COMPENSATION
• FRINGE BENEFITS
• SAFETY AND PREVENTION OF ACCIDENTS
• EMPLOYEES AND THE RELATION WITH UNIONS
• PHYSICAL FACILITIES
• ECONOMIC FACILITIES
SESSION 3
DEPARTMENT &JOB ORIENTATION
Departmental and job orientation depends on the
organizational needs and the skills and experience of
the new employees. Experienced personnel are likely
to need less orientation whereas the other new
workers with less experience need through
orientation, in their job
POSSIBLE TOPICS THAT COULD BE DISCUSSED AT THE
DEPARTMENTAL AND JOB ORIENTATION
• DEPARTMENTAL FUNCTIONS
• DUTIES AND RESPONSIBILITIES OF JOBS
• POLICIES, PROCEDURES, RULES AND REGULATIONS
• TOUR OF DEPARTMENT
SESSION 4
OTHER CONSIDERATIONS IN ORIENTING
EMPLOYEES
This session describes the other considerations in the
orienting programme for new recruits. Basically, it
explains the orientation kit, length & timing of
orientation programme and evaluation of training
program .
Orientation Kit
The human resource department normally
prepares this kit. It should be designed to
give in writing the essential information
required. However, too much information
should not be included as it might lead to
overload the new employee.
Some information that might be included in an orientation kit
• Company orientation chart
• Map of the company’s facilities
• Copy of the policy & hand book of procedures
• List of holidays and fringe benefits
• Copies of performance appraisal forms dates and procedures
• Copies of other forms required (expense reimbursement form)
• Emergency and accident prevention procedures
• Sample copy of company newsletter or magazine
• Telephone numbers and locations of key personnel of the company
• Copies of insurance plans
LENGTH AND TIMING OF THE
ORIENTATION PROGRAMME
It is impossible for a new employee to absorb in all the
information about the company in one long orientation
programme.
Brief sessions, not exceeding two hours, spread over
several days are therefore preferred.
Long sessions tend to produce negative attitudes in the
new employees.
The job orientation/departmental orientation also should
be in brief sessions and should also be spreader over
several days. They should be well planned and efficiently
conducted
FOLLOW UP AND EVALUATION OF
ORIENTATION
Formal evaluation and follow up is essential after an initial
orientation. The human resource department should have a
scheduled evaluation and follow up system for the new
employees. There are several methods and techniques to
evaluate new employees after an orientation. Some of them are
unsigned questionnaires to be filled by the employee, feedback
interview with the new employees after the orientation, and
regular feedback from the immediate supervisor for some time
until the employee gets used to the organization.
THANK YOU!
