New Employee Orientation Programs

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New Employee Orientation In recent years employee orientation programs have taken on a position of importance in most successful organizations. All of the information in this process will facilitate the orientation of new employees. Most employers provide orientation programs for new hires and training programs for both current and new employees. These programs have different purposes. Orientation programs typically deal with the assimilation of employees into new working environments while training programs generally concern “hands on” job or functional skills development The orientation for new employees will provide the appropriate information regarding their job andThe topics addressed include should include: program evaluation, testing, certificates of completion, training records, equal opportunity for training, hours worked, harassment and discrimination training, safety training, repayment of training expenses.

All new employees should complete a new employment orientation program that is designed to assist them in adjusting to their jobs and work environment and to instill a positive work attitude and motivation at the onset.

A thoughtful new employee orientation program can reduce turnover and save an organization thousands of dollars. One reason people change jobs is because they never feel welcome or part of the organization they join. The most important principle to convey during an orientation is your commitment to continuous improvement and continual learning. That way, new employees become comfortable with asking questions to obtain the information they need to learn, problem solve and make decisions.

Preparing a checklist of subjects, which should be reviewed with each new employee, is imperative, as well as setting aside the appropriate amount of time for this to be done(Legge 2005). Time should be devoted to this new employee without interruptions to convey to the new person that they are the most important item on the agenda at the moment.



References: egge, K. (2005). Human Resource Management: Rhetorics and Realities. Anniversary ed. Macmillan. Lowman, R. (2002). California School of Organizational Studies Handbook of Organizational Consulting Psychology. Jossey-Bass. . Retrieved January 23, 2007Steyaert, C. and Janssens, (1999). Organization (Special Issue) Sage Publications . Retrieved January 24, 2007, from: http://org.sagepub.com/content/vol6/issue2/

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