DQ 4-2
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DQ4-2.docxDQ 4-2 comments
2. The City has established both formal and informal orientation processes. Each new hire meets with the HR representative before his start date to go over benefits and receive paperwork. During his start week the new hire will meet with other new hires in a group with the benefits coordinator to go over the basics, sign forms, and get their badges. Within the first few months of hire he will schedule an ethics course and customer service course led my in house employees. These are important small group trainings that let employees know that they matter and they represent our city. The orientation process unfolds over time, not just in one day. While it is important to share enough information so that a new employee feels equipped and prepared to do their work, employers should avoid overwhelming a new employee with too much information on the first day (Getting, 2017). Group/department orientation within the City is up to the hiring manager. In my group a new engineer will spend the first week reading and learning the technical design manuals, then will review other reviewers reviews, then will start out reviewing simple projects with oversite from the manager. As they become better, they will receive more responsibilities until they are independent. We are a close knit group and are always willing to help each other.
The City offers a pension plan and has a very low turnover rate due to job satisfaction, opportunities for growth, and a good culture. However, nationally 50% to 60% of new hires leave their jobs within the first 7 months of hiring, and given the increasing cost of hiring new employees, the high cost of turnover, and the need to retain knowledgeable workers, the importance of new hire orientation (NHO) becomes more evident (Dunn & Jasinki, 2009).
Some recommendations that I have for onboarding within my organization are to improve the benefits discussion by going over scenarios and allowing time for individual questions afterwards. The lady who presented probably gave the speach several times a week and spoke too fast without pause for questions.
ended up losing $500 in dependent child care savings because she incorrectly explained the program's fiscal year limitations and the required delay in my contributions. I would also require all new hires to take part in the City's formal mentor program during their first year to start establishing relationships and to understand the workings of the City better.
References:
Dunn, S., & Jasinski, D. (2009). the role of new hire orientation programs. Journal Of Employment Counseling , 46 (3), 115-127.
Getting the Right People. (2017). Retrieved August 12, 2018, from http://hrcouncil.ca/hr-toolkit/right-people-orientation.cfm
The State of Illinois uses both informal and formal orientation processes. Orientation for a new position is essential as it provides knowledge of policies and procedures in regards to the company in which you work. There is a four-step training process in various companies that provide analysis, instructional design, implementation, and evaluation. (Dessler, 2016)
At the State of Illinois, the formal portion of the orientation is based mostly on just the first day with an overload of paperwork, benefits, and technical computer tests that are mandatory within a specific period of time; however, the informal part of the orientation is based on being thrown into the position with only a history of what our department is about. The history of the department is helpful; however, it does not have much barring on our job duties or performance. During the first day of training confidentiality and explaination of the HIPPA is implemented.
Our department offers more hands-on training and learning A sense of being thrown into how to categorize reference materials, pull books, and implement updates efficiently comes with time. The orientation process is mainly strategic for the human resources department yet again the orientation process does not have any barring on our actual position. During the orientation process, especially on the first day, one does not learn the performance or the basics of our unit; time is essential with our department and there are two employees currently in my division so training from management is crucial but there is a lack of training because of time conception and daily quotas. There are modules for new hires to read; however, the modules do not justify what our division completes on a daily basis.
Improvements in orientation should include booklets, telephone numbers of management, and a series of steps to complete for a multitude of various actions that are completed daily in our unit. Implementing a more efficient strategy for orientation could also include job instruction training manuals as well as computer-based training. I believe this would help the new hire know exactly what is expected of their job performance and to accurately know whether or not they chose the correct position. Time management is a training not offered during orientation but should be because our department completes various jobs throughout the day; if you do not know how to manage your time effectively and efficiently the overload of paperwork and quotas can be overwhelming. I believe we should offer both formal and information orientation yet there should be an understanding of the accuracy needed to perform the job title as well.
According to Allen, 2008, there are five successful ways to implement orientation in a diverse manner which include onboarding, acclimation, integration, relationship management, and expectations. New employees should be integrated into the new position both socially and emotionally especially during the onboarding process. A warming welcome, supplies, tools, and courtesy should be given to new employees.
Dessler, G. (2016). Human Resource Management (15th ed.). Upper Saddle River, NJ: Pearson/Prentice Hall. ISBN-13: 9780134235455
Allen, C. (2008). Five Steps to Successful Employee Orientation in a Distributed Environment. Retrieved on August, 12, 2018 from https://www.hrexchangenetwork.com/hr-talent-management/articles/five-steps-to-successful-employee-orientation-in-a
