Payroll Clerk Orientation Paper

The important thing is to be careful about asking specific questions like age, graduation date, country of birth, vision or hearing problems, children and personal affiliations. Although they may seem like harmless questions, they all show bias and are considered illegal.
Once the decision has been made as to which candidate will be hired, we head into the orientation process Orientation is intended to introduce the new hire to their position as payroll clerk. This process exists as both a formal and informal way to learn more about the person through socialization and get a better picture of how the new hire fits into the organization. The formal process includes meeting with the HR representative, where they will be given company manuals and discuss benefits, policies and all the conditions of their employment. They will meet supervisors, coworkers
The orientation process involves the three stages of socialization, referred to as getting in, breaking in and settling in. The technique called realistic job preview (RPJ) is part of the first stage when the new payroll clerk may be introduce to what would be referred to as both positive and negative aspects of the payroll clerks job. There is the discussion of training offered as well as the importance of accuracy in this department, things such as time constraints, raises, and promotional opportunities. This is all part of the anticipatory stage, or otherwise known as the getting in stage process of the job (Brown, 2002, p. xx).
Following our standard new employee orientation, the company has developed a training needs assessment questionnaire for our payroll clerk to fill out. This will help us to determine exactly what particular training will be required. This three-part assignment begins with organizational analysis that will