EMPLOYEE ORIENTATIONS

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EMPLOYEE ORIENTATIONS
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YOU ONLY HAVE ONE CHANCE TO MAKE A FIRST
IMPRESSION.MKE IT THE BEST YOU CAN
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MY TAKE

• A bad orientation program is like serving a
  gourmet meal and then offering Twinkies for
  dessert
• Critical and crucial process for attracting and
  retaining employees
• Cannot afford to blow this opportunity to make
  new hires feel great about the choices they have
  made chance to reconfirm their commitment
• It should make employees feel both challenged and
  comfortable

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• Convince them that making this their new home was
  a very good choice
• Many employees say that they would have rather
  gone to the dentist than to their companies
  orientation program!
• Send out the welcome wagon i.e. handwritten
  note from CEO welcoming them, use Send-out-cards
  idea
• Good orientation higher employee satisfaction,
  greater levels of commitment, decreased turnover
  and cohesive workforce

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THE FACTS

• Companies spend a lot of time and money
  recruiting and hiring new employees
• Once the hiring decision has been made, many
  companies feel their job is done
• Very little formal attention paid to reinforce
  the notion that the employee made the right
  decision
• The orientation program begins during the
  interview process, as interviewers give info on
  what the organization is like
• The orientation continues when the employee
  arrives at work

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• The employee is making up his/her mind about what
  type of company this is and whether they will
  want to begin/continue working here.
• Most employees arrive for work that first day
  full of enthusiasm and determined to do a good
  job
• A poorly-planned or non-existent program will
  cost the organization more money in the long run
  and perhaps make the new employee another
  turnover statistic
• Dont forget the importance of providing an
  orientation for part-time or temporary employees

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THE BENEFITS

• Orientations are not a nicety but a necessity and
  when performed correctly they can
• Reduce start-up costs A good orientation can
  help employees get up-to-speed much quicker,
  thereby reducing some of the costs of training  
• Reduce anxiety When employees are properly
  prepared for their entry into an unknown work
  situation, they are likely to have less anxiety,
  and more likely to perform better

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• Reduce employee turnover An effective
  orientation shows employees that the organization
  will provide tools and resources to help them
  succeed, making then feel valued
• Save supervisor and co-worker time The better
  the initial orientation, the less time spent
  training on-the-job
• Increases job satisfaction When employees learn
  early on what is expected of then they are more
  likely to have realistic job expectations,
  leading to more successful experiences and
  positive attitudes

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ASK YOURSELF

• What is your role?
• How will you plan to make the new employee feel
  welcome?
• How can you make certain the employee has clear
  direction about job expectations?
• What might you put in a "New Employee" kit?
• How can you lay the foundation for any training
  the new employee might need?
• What is the human resource departments role in
  the orientation process?
• What role should your team have in this process?

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• What follow-up, if any, should you do after the
  employee has gone through the orientation
  program?
• How can you measure the success/effectiveness of
  your orientation program?

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WHERE TO START?
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THE 3 PS TO SUCCESS

• PLAN
• PREPARE
• PARTICIPATE

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BEFORE THE EMPLOYEE ARRIVES

• Notify everyone in your team that a new person is
  starting
• Ask co-workers to welcome the new employee and
  encourage their support
• Prepare interesting tasks for the employee's
  first day
• Make a copy of the job description, job
  performance standards, department and company
  organization chart
• Make sure the employee's work location is
  available, clean, and organized

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• Have employee policy and safety booklets
  available
• Have payroll and benefits information package
  available
• If possible, identify a staff member to act as a
  buddy for the first week
• Put together a list of key people the employee
  should meet and interview to get a broader
  understanding of their role
• Arrange for a building pass, parking pass, and
  IDs if necessary.
• Draft a training plan for the new employee's
  first few weeks/months.

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THE FIRST DAY

• Give a warm welcome and try to reduce any
  nervousness the new employee may feel
• Discuss your plan for first day
• Introduce the employee to co-workers
• Arrange to have lunch with the new employee
• Show the new employee around the office
• Explain where the restrooms, refreshments and
  break areas are located
• Review the job description and organizational
  charts

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• Review telephone, fax, e-mail, and Internet use
• Provide required keys
• Give the employee all payroll and benefits forms,
  as well as all policy booklets
• Have the new employee complete all the necessary
  personnel forms
• Advise as to when the new hire orientation will
  take place and with whom

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THE NEXT FEW WEEKS

• Schedule a meeting to discuss the following
• Employee's overall impressions
• If there are any problems or concerns, address
  them immediately
• Organization of the Company and how your
  department fits in
• Discuss the mission statement of the Company and
  how the goals and objectives of your department
  help support that mission

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• Performance evaluation process. Explain that you
  and the new employee will be developing a
  performance plan, discussing their progress and
  evaluating performance
• Explain the timing of appraisals and the methods
  used to measure progress
• Discuss your training plan possibilities

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