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Orientation
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Orientation
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
Can someone please help, assist me in putting together a POWerful orientation program. Currently I am starting up an HR function at a design, engineering and mfg co that consists of 40 employees. Can
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Forums » Topic Forums » General Forum » Orientation
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Orientation
posted at 7/1/1999 3:18 AM EDT
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Posts: 12
First: 6/17/1999 Last: 8/26/1999 |
Can someone please help, assist me in putting together a POWerful orientation program. Currently I am starting up an HR function at a design, engineering and mfg co that consists of 40 employees. Can anyone give me examples of their orientation program and how it works. What should be insluded
Thanks, jswanson@wgiusa.com |
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Orientation
posted at 7/2/1999 4:37 AM EDT
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Posts: 99
First: 6/22/1999 Last: 12/11/2001 |
What is the culture of your company? I am the HR Manager of an aerospace design engineering firm and we also are about the same size. I conduct one-on-one orientations due to the fact that I don't normally hire more than 3 people at once. When I worked at a very large restaurant company, we were hiring restaurant management plus corporate staff so our orientations would contain 10 or more people, much more conducive to an orientation session.
My orientations consist of completing the appropriate paperwork, going over work hours, how to complete timesheets, when benefits begin, going over company policies, taking them on a tour of the facilities, and introductions to other staff. Since we small enough, we are a family so everyone helps everyone else get oriented in their work station. And we are open door, so they can come to us at any time. If you have to have a formal orientation program, consider slides of the company facility & staff to present so they know when they see an executive they may know who they are, if you are large enough have the other department managers explain their departments and what they do and how it may affect their position, explanation of benefits, etc. Just keep it short and to the point so they don't become bored and their supervisor doesn't get upset because they're listening to you instead of jumping into their job. |
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Orientation
posted at 7/4/1999 5:27 PM EDT
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Posts: 3
First: 7/4/1999 Last: 11/17/1999 |
Hi,
I work as an Assitant Manager - HR for a company having 250 officers. The company has 5 divisions catering to different set of customers and are completely independent as of each other. The HR department is however centralised. My induction/ orientation program normally constitutes the follwoing steps in the stated order. 1. The first day of a new entrant starts with the necessary paperwork like joining report etc. Her name is entered in the attendance register in front of her and she signs. This practice has generated a positive feedback. 2. Then, the history of the company, broad informtion about various divisions and departments, the organisational structure including that of her division and her position in it are shared. 3. Then follows a session where the information about the company policies including attendance, leave, other benefits as applicable to her is shared. Also, the system of Performance appraisal as prevalent in our company is expalined in great detail. This session is normally taken by Head-HRD. The HRD Manual which carries the relevant information about all policies. rules and regulations is also handed over to her. 4.She is then taken to the Product Manager who explains in detail about the all products that the company makes/ imports and markets. 5. Once she has a broad idea of various divisions and products, she's taken for an introduction round and a little chat. She is introduced to everybody and vice-versa. 6. She then visits each division/ department one-by-one and the HOD explains the way of working of that division, its products, its customers, its market place etc. 7. Lastly, she visits her parent division/ deaprtment and interacts with her supervisor where she is exposed to all information. Her key responsibilities are discussed and after 2 weeks she fills her KPA form. 8. At the end, a feedback session is held with her in which she tells her 'what went well?/ what could be improved?' and gives her suggestions. It is important to mention that an Induction Manual is handed over to the new entrant for her perosnal consumption. The Manual contains our Mission statement, a personal message from MD to the new entrant, the company and the group profiles, the organisation of chart of her division clearly stating her position in the chart, the broad rules and regualtions, some product information like product brochures etc. and 3-4latest copies of our inhouse monthly newsletter. Though the above programme is one-to-one . The orientation can also be done in a group. The latter is advisable in situations where you are recruiting more than 5 people at the same time. We recruit around 8-10 fresh graduate engineers every year and we do a 3-day group induction programme with them. Hope that the above gives you pointers in making an orientation programme suited to your company. All the Best! |
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