Employee Orientation and Placement

Topics: Employment, Management, Organizational studies and human resource management Pages: 10 (2981 words) Published: March 5, 2013
Employee orientation refers to the process of introducing new employees to their jobs, co-workers and work environment. Employee orientation can also be defined as the process of receiving and welcoming new employees when they first join the company. [Gary Dessler 1942]. During orientation, employees are made aware of the mission and vision of the organization, policies and programs of the organization. They are also given the necessary information required to perform their duties such as working hours, place of work, performance standards, benefits and facilities and names of other immediate officers. TYPES OF ORIENTATION

Formal Orientation
This involves use of a structured management program which is adhered to by the new entrant. New employees may be assigned specific mentors who guide through pre-determined lessons and then evaluate their progress every step of the way. Formal employee orientation programs may include classroom learning, online and video learning modules, and hands-on training conducted over a certain period of time. Informal orientation

This involves the new entrant acquainting him or herself with place, procedures, and the policies of the organization. In informal orientation, new hires are directly put on the jobs and are expected to mix up themselves with the work and the organization. OBJECTIVES OF ORIENTATION

Organizations spend a few weeks or months carrying out orientation. The objectives for orientation include the following;

To ensure high levels of job satisfaction
Organizations that provide new employee orientation generally experience higher levels of job satisfaction and lower turnover rates. This is because the employees that are oriented generally appreciate their jobs and thus value them. To reduce anxiety of employees

Anxiety can greatly affect the performance of the employee at work. So through orientation, the anxiety is reduced by providing employees with information about their jobs and supervisors. They are also introduced to their co-workers and encourage them to ask questions. To give new employees a sense of belonging to a team

According to Maslow, belonging is one of the needs of human beings. It’s therefore crucial for the new employees not to feel out if place. The aim of orientation is to make the new employees to feel welcome and part of the organization. This boosts them to work hard so as to achieve the organizational goals. Usually employers use terms like “associates” and “team members” that suggest employees are individuals who comprise one group focused on a common goal. To provide a full explanation of work place policies

Becoming familiar with applicable rules makes performing job duties and tasks easier and knowing work place guide lines minimizes apprehension or an employee’s fear of doing something wrong. To give time to the new employees to adjust themselves to the new environment When orienting, the new employees are acquainted with all the possible information they need to perform their work. With this information, the employees are able to adjust themselves to the requirements of the organization. The employees are also able to decide whether to work with the company or not. To provide new employees information about their job

This information may include the job expectation, key performance measures of the position and who to report to.

Retention begins on the first day on the job. Using a well planned multi-dimensional process for employee integration can improve employee retention to be as much as 25%. The key is to integrate new employees socially and emotionally, while streamlining the process. Below are tips for a successful orientation Tip 1: On boarding

On boarding refers to the mechanism through which new employees acquire the necessary knowledge, skills and behaviors to become effective organizational members. It’s important to have a smooth on boarding process...
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