Human resource exam

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1. Explain the purpose of an orientation program.

2. Distinguish between a general property orientation and a specific job orientation.

3. Identify approaches to orientation that managers should take, and others that they should avoid.

4. Explain the purpose of a socialization and culture program, and identify specific socialization strategies and approaches.

Competencies

Managing Hospitality Human Resources Chapter 5: Orientation and Socialization

Orientation Planning and Goals • Orientation the process of introducing new employees

to their work and to the environment • New employees who receive orientation training tend

to stay longer • Orientation programs are designed to reduce the stress

that employees feel when beginning a new job • Orientation programs should include:

– Information about job-related issues – Information about cultural issues – Information about specific job responsibilities and technical

aspects of the job

Orientation Programs

• Orientation kits enable employees to review material discussed during the day

• Some properties divide orientation into two programs – general property orientation – specific job orientation

• A package of written materials given to new employees to supplement the oral information provided during the orientation session.

Can include: • Current organization chart • Copy of employee handbook • Copies of employee performance appraisal

forms/procedures • Current copy of employee newsletter • Federal, state, and local tax law materials • Layout (maps) of facility (large properties) • Accident prevention guidelines

Orientation Kit

Steps of Employee Adaptation Process

1- New employee has perceptions and attitudes about the work and the organization

2- Early on-job experiences (orientation and training) affect new employee’s attitude

3- New employee adapts to the organization, is accepted by peers, and wants to become team member

4- Initial on-job performance is affected by attitude about organization, desire to work to standards, and interest in remaining with the organization

What’s a BAD Orientation?

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• Improves employee retention rate

• Communicates to employees what is expected

• Helps satisfy employee’s need to know about where he/she works

• Increases employee commitment by introducing them to the company’s mission and philosophy

• Shows how individual jobs fit into overall company mission

• Improves morale and contributes to employee motivation

• Helps put new employees at ease

Benefits of a “Good” Orientation

• Employee handbooks are necessary and should include ???

• Ways to encourage employee use of handbooks – Standards should be respected and consistently met. – Managers, supervisors, and employees should role-model

examples for their peers. – Inform staff members about the reasons for the policies

and procedures. – Information about the most important policies and

procedures should be presented during orientation. – Staff members should recognize that compliance with

reasonable policies and procedures is part of the agreement with, and relationship between, their employers and themselves.

Employee Handbooks

Department Orientation

• Conducted in the actual department to provide information about specific job responsibilities and the work environment

• Covers topics directly related to the job – responsibilities outlined in the job description, – work equipment – the working environment – tour of the department and work areas

• Induction – The process of providing new employees with basic

information that everyone is required and unique to their department.

• Orientation Follow-Up

Orientation Follow-Up

• Orientation should have an end point, which should be followed by a period of close employee supervision

• Mentoring programs may give continual contact with experienced employees for the new employee’s first few months

• Managers may give a short test at the end

Socialization and Culture

• New employees must undergo socialization – learn the values, norms, and behaviors of the

organization’s social culture

• Research indicates that new employees who are effectively socialized to the organization are more productive more quickly than those who are not

• Proper orientation and socialization can help reduce turnover

Planning Socialization and Culture Programs

• Welcoming activities • Understanding the organizational history, values, and

purpose • Implementation of a realistic orientation program

that addresses the stress new employees feel • Immediate connection to a person in a similar role or

to a mentor • Must offer a realistic orientation program to reduce

new employee stress

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Socialization Strategies

Formal vs. informal Individual vs. collective

Sequential vs. non-sequential Fixed vs. variable

Tournament vs. contest Serial vs. disjunctive

Investiture vs. divestiture

Who Should Socialize Newcomers?

• Managers/employees • Marginal employees • Teams