New Hire Orientation: A Case Study

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New Hire Orientation: A Case Study
Lisa Layne
Essentials of College Writing
COMM/215
Oleah Morris
January 28, 2013

New Hire Orientation: A Case Study
Companies big and small develop programs that deal with recruitment and training of new hires. “A vital component of a firm’s human resource management is in its new hire orientation program” (Dunn & Jasinski, 2009, p. 115). The process must be organized and comprehensive. Providing a structured, and well thought out orientation, will prepare new hires for the challenges he or she may face within their new role. “ The new employee orientation program is thus a specific, programmatic component in the overall process of socializing the employee to fit into the organization” (Welty, 2009, p. 85). These programs are dependent upon the development and organization of policies and guidelines specific to the orientation process. The program development is often the responsibility of the recruiter. According to Dunn and Jasinski, “ a firm can organize the role and scope of its new hire orientation program, assign responsibility for the program’s execution, and determine the appropriate level of resources to commit to the process” (2009, p. 115). The positive benefits of a successful program are measured by the performance and motivation of the employee. According to Welty, “ Such a program tends to lengthen employees’ tenure at the organization, as well as their motivation to perform successfully in the new position” (Welty, 2009, p. 85). BACKGROUND

This case study examines the particular process and planning for 15 new hires of the ABC Corporation. The study will explore the efforts made or not made by Carl Robins, campus recruiter. This is a new position for Robins; employed for only six months. It represents his first attempt at recruitment and orientation efforts. Efforts will be made to define the necessary aspects he must ensure for a successful orientation program. The case study will also examine Robins present process development. It will conclude with suggested solutions and strategies for improvement. Key Problems

One of the main problems is that Robins has not prepared adequately enough for the upcoming orientation program. Approximately two weeks are left to ensure the program will be prepared on time. Because this is his first attempt at recruitment and orientation, he may require, and benefit from, some assistance with program development. The financial aspects of promoting this type of program can be numerous. In collaboration with Monica Carrolls, the Operations Supervisor, the present aspects of the program should be evaluated and corrected prior to implementation. The following elements of the program require investigation: * Shortened time frame

* Incomplete applications
* Completion of mandatory drug testing prior to orientation * Lack of training space
Shortened Time Frame for Completion
The program will be prepared to start on time. The employees are scheduled. The date for orientation has been set. There is approximately two weeks to prepare the program for implementation. Issues must be addressed and corrected if the program is to be successful. After evaluation of the subsequent key problems a decision will be made regarding the target date. Changes in the target date may be necessary to implement a successful program. Incomplete Applications

Applications have been found to be incomplete. To complete the hiring process all aspects of the applications must be finalized. This is essential to assure that prospective employees have provided the prospective employer with a complete and accurate assessment. Items overlooked may have eventually promoted or dismissed the applicants from the hiring process. When there are many applicants for individual position application completeness may make be the deciding factor. The major task here, because it was not done prior to hiring applicants, is to...
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