presentation or Brochure with speaker notes ( employee orientation)

Running head: ORIENTATION PAPER 1

Orientation paper

The orientation program is the process of integrating new employees into organization

system such that they behave as if they have been in the firm for many years. New hires need to

be welcomed into their new organization to make them feel free with everything which is the

work of orientation program. Different firms have a unique orientation program, but essential

components of such process include goals of the enterprise, performance expected from such

employees in the course of achieving goals and where such employees fit in the industry’s

organization culture (Hampel, 2011). This paper is about the components that should make an

appropriate induction program.

Employer commitment to employees

The first stage of a good induction program is to assure newly recruited individuals that

their company is committed towards their success. If in any case, new employees do not feel any

commitment passion from their employer, chances of reduced productivity from such workers

are high. Every job seeker wants to be assured that his new employer is much focused on career

growth and development. It is a sense of identity to the firm and an excellent opportunity to

make new employees feel that they are in the right place (Wanous, 2012).

Employer commitment to the employee is shown through connection to a goal. This

strategy involves human resource trainers teaching new recruits that the firm is committed

towards goal attainment and such employees have a role in the achievement of such objectives.

Second, psychological state to bind recruits to the enterprise and connection to the job follows to

create enthusiasm and commitment from new employees (Westwood, 2014).

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Reasonable employee expectations

The second stage of an induction program is to set reasonable expectations that employer

wants from new hires (Hampel, 2011). Unrealistic expectations have a danger that new

individuals will be much more if less confidence since they live in fear of failing to hit targets.

Reasonable expectations, on the other hand, help such people to settle naturally and with ease

such that it gives them space to utilize their talents. Maximum production cannot be achieved

with employees who are in a panic.

Unique departmental considerations

Every organization has various departments that work toward the common goal. Each

department has its unique function and expectations. Newly recruited individuals are highly

likely to find it difficult to understand what each department does especially unless it is done

through induction program. Training personnel should inform employees what each department

does and how they are integrated. Functions, boundaries, and policies of each department are the

primary points of considerations that human resource personnel makes (Lawson, 2016). It is after

this process that such employees will find it easy to interrelate with departments since they know

what is expected from each of them (Wanous, 2012).

Access to employee handbook of labor agreement

Handbook of the labor agreement is another crucial element of the induction program.

Labor agreement document acts as a legal contract bidder to govern the relationship between

employer and employees (Hampel, 2011). This document is of particular importance since it

gives assurance to employees whether they can leave the job at will, whether they can be fired

without illegal reasons and compensation necessary in the case of illegal firing. It, therefore,

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enhances the confidence of workers especially those who are looking for a long-term

engagement without unjustifiable firing.

For example, there are regulations prohibiting fire-at-will due to right workplace laws

such as those of retaliation and discrimination. These provisions must be clearly documented in

labor handbook to act as work security to newly recruited individuals. In case such laws are

violated rules written in the engagement contract, then such a case can be solved legally through

a court process whereby employer should compensate such employees for their lost earnings

(Westwood, 2014).

Current organization culture and future organization culture

Organization culture is one of the crucial components of any firm. Each firm has its way

of doing things making it necessary to introduce new employees to such culture. Spending time

just orienting new employees to the company’s culture with a warm welcome is highly

recommended (Hampel, 2011).

Training personnel should introduce the company’s value to new hires followed with an

explanation of how they are relevant to the enterprise. It breaks the tension of new recruits and

makes them prepared to conform to the values. Talking about the future values is also crucial

since it helps in making it clear what such firm expects to achieve. It acts as a natural mental

preparation to such individuals of how things are run in such companies to avoid conflict in the

future (Lawson, 2016).

Opportunity for site tour

Among orientation program components, a full tour of the workplace is necessary to

establish comfort and familiarity to avoid confusion. An example of areas that should be covered

includes restrooms, kitchen, emergency and first aid supply zones, the location of main office,

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emergency exits, store room and production center(Wanous, 2012). It is only after this process

that such employees will live in the place as if they have been there for years. The step is

particularly helpful since much of the time after orientation will be spent either in the office or at

production centers leaving no room for such employees to become familiar with their new

organization. It is also hard for old employees to take their time to orient new recruits in the firm

since they might find it a waste of time. Human resource personnel should, therefore, use this

opportunity as the most appropriate for touring the site.

Benefits Summary

Every employee would want to know what the expected salary is and where there are

additional benefits available. Explaining benefits available during orientation period is necessary

to satisfy the souls of such curious employees. It acts as a motivational to new staff since they

become much aware of rewards that lay before them if they have outstanding performance.

Stating rewards available also helps to avoid conflict between the employer and employee in the

future whereby one might claim that his performance is not rewarded appropriately. However,

benefits summary main aim is to motivate (Lawson, 2016).

Opportunity for employee feedback

The last step in orientation program is to assure new employee that they will receive

feedback on performance or any queries. Employee feedback is an assurance that employer is an

engaged and a listening partner (Westwood, 2014). Employees must be assured that their

complaints or issues raised during work period will be replied with feedback immediately. Job

performance tool should have feedback for appraisal and compensation purposes (Lawson,

2016). If there is no an opportunity for employee feedback, then such employees will feel

disengaged and probably working in an uncooperative environment (Wanous, 2012).

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Conclusion

Above components include what a good orientation program should be. Orientation is

particularly helpful to create comfort and sense of attachment to the firm. It would feel odd for

an employee to report work on the first day and start working immediately. That does not make

up successful training, and such individuals take much time to adapt (Lawson, 2016).

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References

Hampel, B. & Lamont, E. (2011). Perfect phrases for new employee orientation and onboarding

hundreds of ready-to-use phrases to train and retain your top talent. New York:

McGraw-Hill.

Lawson, K. (2016). New employee orientation training. Alexandra, Virginia: ATD Press.

Wanous, J. P., & Reichers, A. E. (2012). New employee orientation programs. Human resource

management review, 10(4), 435-451.

Westwood, R. & Johnson, L. (2014). Winning with new employee orientation: career

development. Alexandria, Va: ASTD.