Ce diaporama a bien été signalé.
Le téléchargement de votre SlideShare est en cours. ×

Module 8 Employee Orientation

Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Chargement dans…3
×

Consultez-les par la suite

1 sur 19 Publicité

Module 8 Employee Orientation

Télécharger pour lire hors ligne

Employee orientation: Orientation- Definition and Meaning
Purpose of Orientation
Orientation programme
Requisites of an programme effective
Problems of orientation
Orientation checklist
Evaluation of orientation programme
Employee placement

Employee orientation: Orientation- Definition and Meaning
Purpose of Orientation
Orientation programme
Requisites of an programme effective
Problems of orientation
Orientation checklist
Evaluation of orientation programme
Employee placement

Publicité
Publicité

Plus De Contenu Connexe

Diaporamas pour vous (20)

Similaire à Module 8 Employee Orientation (20)

Publicité

Plus par Jo Balucanag - Bitonio (20)

Plus récents (20)

Publicité

Module 8 Employee Orientation

  1. 1. Module 8 HRDM Orientation and Physical Working Condition PRESENTED BY: GILBERTO S. CARIÑO, MPA DPA STUDENT Mentally challenging work Supportive Colleagues Equitable rewards Supportive working conditions Personality job fits
  2. 2. ORIENTATION OVERVIEW • Orientation- Definition and Meaning • Purpose of Orientation • Orientation programme • Requisites of an programme effective • Problems of orientation • Orientation checklist • Evaluation of orientation programme • Employee placement
  3. 3. ORIENTATION • Definition – is a systematic and planned introduction of employees to their jobs, their co-workers and organization • It is also called an Induction or Onboarding • Orientation is designed to provide a new employee with the information he/she needs to function comfortably and effectively in the organization.
  4. 4. ORIENTATION • As defined by Martirez – refers to “the assistance given to newly hired employee in adjusting to the new work environment which encompasses the people around him, the facilities of the organization, the programs and services, and technology used in the production of goods and delivery of services” • Should be a process, not an event.
  5. 5. PURPOSE OF ORIENTATION • To reduce start-up costs (associated with job learning) • To reduce anxiety • To reduce employee turnover • To save time for supervisors and colleagues • To develop realistic job expectations and job satisfaction
  6. 6. PURPOSE OF ORIENTATION • The idea is to make the new employee “feel at home” in the new environment • Expedite proficiency • Assist new comer assimilation • Enhance adjustment to work and norms group • Encourage positive attitude
  7. 7. ORIENTATION PROGRAM • Orientation checklist, employee handbook and orientation program • Communicate pride in the company by giving each new employee an item with the company logo on it. • Encourage communication, and a sense of importance, by inviting new employees to have coffee or lunch with the company owner or a senior manager
  8. 8. REQUISITES OF ORIENTATION • Typically orientation conveys three types of information: (i) General information about the daily routine; (ii)A review of organization’s history, founding fathers, objectives, operations, and product or services, as well as how the employee’s job contribute to the organization needs; and (iii)A detailed presentation, perhaps, in a brochure, or the organization policies, work rules and employee benefits
  9. 9. Three Levels/Stages in an Effective Orientation Human Resources Department Immediate SupervisorEvaluation and Follow-up
  10. 10. • Educate the attendees about the history, financial performance, and marketing initiatives of the company • Brief history and operation of the company • Products and services of the company • Company’s organization structure Human Resource Department REQUESITES OF AN EFFECTIVE PROGRAMME
  11. 11. • Location of the department and employee facilities • Rules and regulations and daily work routines • Grievance procedures • Safety orders and disciplinary procedures • Terms and condition of service including wages, working hours, overtime, holiday etc. Human Resource Department REQUESITES OF AN EFFECTIVE PROGRAMME
  12. 12. • Suggestion schemes • Benefits and services for employees • Opportunities for training, transfers promotion, etc. Human Resource Department REQUESITES OF AN EFFECTIVE PROGRAMME According to Legaspi, “a poorly planned program may have a negative impact on the expected adjustment of the new employee to the work environment. Dysfunctional behavior may occur from a poorly planned or non- existent orientation program”. For instance, a new employee may “be sent on errands” even if these are not part of the job description or workload.
  13. 13. • Orient the new employees on the following: (a) Operation of the department/section (b) Job requirements (c) Performance expectations and specific rules Immediate Supervisor REQUESITES OF AN EFFECTIVE PROGRAMME According to Legaspi, “at this stage, the supervisor should see to it that the new hire should be socially accepted by the work group”
  14. 14. • Evaluation and Follow-Up usually conducted by the HR Department in conjunction with the Immediate Supervisor (a) Immediate Supervisor work closely with the new employee to clarify information (b) To see to it that new employee is integrated into the work group (c) HR to conduct follow up interview at the end of six weeks to see how well the employee is adjusting to the work environment. Evaluation and Follow-Up REQUESITES OF AN EFFECTIVE PROGRAMME
  15. 15. REQUESITES OF AN EFFECTIVE PROGRAMME According to Mondy and Noe, as cited by Legaspi, “new employees characteristically have enthusiasm, creativity, and commitment. Much of this can be lost through an inept orientation program that fails to integrate new hires into the work group. On the other hand, an effective programs enhances the employment relationship and provides the foundation for employee motivation, commitment, and productivity”
  16. 16. POTENTIALS ISSUES OR PROBLEMS OF ORIENTATION • To much paperwork • Information overload • Information irrelevance • Scare tactics • To much selling of the organization • To much one-way communication • One shot mentality
  17. 17. PROVISION OF GOOD WORKING CONDITIONS • Working Conditions – (Legaspi) refers to the space allocation in the office, physical layout, temperature of the work place and safety of the surroundings. • Space allocation and Physical layout help in the adjustment period of the new employee. Enough space to work in can make the employee comfortable.
  18. 18. PROVISION OF GOOD WORKING CONDITIONS • Cool temperature in a work place also be a good beginning for the employee to be productive on the job. A hot and stuffy place could reduce worker efficiency. • Safe surroundings will be reassuring to a new employee. Anxiety and feelings of insecurity will be reduced if the new employee feels safe in the work environment.
  19. 19. REFERENCES Legaspi, P: Human Resources Management Shatuya R. et al: Employee Orientation http://youtube.com

×