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Employee Orientation
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Employee Orientation
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
Hi
I am in the process of setting up an orientation and was wondering what everyone does? (i.e. Does HR run the entire thing or do you get others to participate. What other types of things should yo
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Forums » Topic Forums » General Forum » Employee Orientation
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Employee Orientation
posted at 8/4/1999 4:41 AM EDT
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Posts: 7
First: 8/4/1999 Last: 3/12/2001 |
Hi
I am in the process of setting up an orientation and was wondering what everyone does? (i.e. Does HR run the entire thing or do you get others to participate. What other types of things should you incorporate?) |
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Employee Orientation
posted at 8/5/1999 3:36 AM EDT
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Posts: 31
First: 6/30/1999 Last: 10/7/1999 |
I work for a large organization that recently revamped its employee orientation for the better. HR established the elements of the program and now coordinates it, in order to ensure that every employee's experience is consistent. Each step below is provided for every new worker.
On or about the employees' first day of work, they are given a 1/2 hour session with the recruitment officer during which payroll forms are completed and documents verifying identity, etc. are processed. Each employee is given a preassembled packet of information about the company to read. On days 2 - 90, a peer advisor (mentor) is assigned to the new employee. A mentor might be an individual from the employee's department or someone from a different department who holds a similar position. He or she will make certain that the employee is comfortably situated, is set up for any necessary training, and knows their way around. The mentor relationship is ongoing. Within the same timeframe, the immediate supervisor talks with the employee to get further acquainted and establish job expectations and goals. This discussion is usually not in the supervisor's office. Some take their employees to lunch, others talk informally in a conference room. A Welcome Orientation takes place 1 - 2 weeks after the first work day. It's a 1/2 day session, also conducted by the recruiter, who explains the company's history, structure, strategy, values, and vision, as well as benefits and other company programs. Other HR reps attend and are prepared to answer questions. We have found that the points above are essential, especially the peer advisor. That particular enhancement to the orientation program had the most impact on new employee satisfaction. Everything can be modified to suit your particular organization. If it's a small business, bring all new employees into a big room at one time and usher them through the process as a group. Otherwise, you may have to set up schedules to include everyone. Before our new orientation program started, employees were simply given payroll forms to fill out and sent to their desks to begin work. If they were lucky, there was good boss who was willing to get involved and see that the employee got off on the right foot. If not, well... many people abandoned their jobs -- some never even came back from lunch. Turnover was so high that the company was forced to examine its approach to new employees, and above is the result. An orientation program is very important in maintaining good morale, and another way in which HR plays a major role. I hope yours is successful. |
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Employee Orientation
posted at 8/7/1999 10:43 AM EDT
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Posts: 1
First: 8/7/1999 Last: 8/7/1999 |
Hey Marj,
I developed the employee orientation program for a company that employed 400 when I first started with them approx. 4 yrs. ago. I concur with the previous respondent to your question in relation to there approach and content. Our company had been doing the same in regard to fill out the forms and I hope you like the company. I had to educate the staff executives on some basics: * every employee that joins our team experiences two extreme emotions during their employment here, they are: confusion and excitement. Excitement in the fact that "oh boy, I got a job with this great company now let me show them what I can do!" And confusion in the fact that they don't know where to start in their immediate goal or NEED to show their stuff! * communicate via face to face and not the bulletin board or LAN email. * Lastly, get veteran employees involved as a "buddy" (that I believe one of your respondents suggested...and rightly so) or have them come in for 15 minutes and tell the new recruits where they work and what they do. (teamwork direction) My EO contains: * Company History * Company Mission * Org. Chart * Flowchart on who to go to with unique questions or concerns. * Team members come in and present their respective department and product or service. * Safety Issues * Benefits/Compensation/Perks * Tour of our main facility This EO is 8 hours in length and we provide lunch. To also ensure continued success and "buy in" I ask and schedule mgt from different levels (starting at the top) to come in welcome, introduce, discuss direct and purpose, and answer questions. This basically ours in capsule form.....I hope it helps. |
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Employee Orientation
posted at 8/31/1999 6:28 PM EDT
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Posts: 7
First: 8/9/1999 Last: 7/10/2001 |
We have an agenda:
Introduction of President Administrative Policies H/R benefits & personnel policies Employee Health/Safety/Infection Control Corporate Compliance Each section is conducted by the Dept. Head responsible for that area. General orientations are done once a month. In addition, every employee receives a "job specific" orientation in his or her department which is conducted by their respective Department Head. Also, a Mandatory Annual Orientation Program is held for all employees once a year (two consecutive weeks to allow all employees the opportunity to attend). At this time, basically the same info that is reviewed at the monthly orientation is presented. This allows the employees who have been here "forever" to be reminded of policies, safety issues, etc. |
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