Orientation, Induction are not commonly regarded as an important function of HR, as far as my experience goes there are still many gaps in most of the companies when it comes to introducing the new member to the company and conducting his/her orientation.
Countless horror stories exist about how a new employee has received a ten minute talk with the manager, and directed to his or her office position, with no further guidance or instruction. Not only is this exceedingly stressful for the employee, but it virtually guarantees a very long period of unproductiveness for the employee.
People, working diligently, were the pulse, the heart of this plant. Without people, there was no activity, no life!
Effectively orienting new employees to their positions and department is critical to establishing successful, productive working relationships. The employee’s first interactions with you should create a positive impression of your department and the organisation. The time you spend planning for the new person’s first days and weeks on the job will greatly increase the chance for a successful start.
Purposes of Orientation
The purpose of induction is to ensure the effective integration of a new employee into the workplace. As well as the usual orientation, a new starter needs to understand the business, where their role sits within the set-up and what’s expected of them, as well as being quite clear regarding their terms and conditions of employment. A good induction program should leave no room for confusion or lack of understanding and should, therefore, induce a feeling of ‘belonging’. The employee should then integrate well into the team, have high morale, achieve optimum productivity and therefore be able to work to full potential. In other words – obtain job satisfaction!
To Reduce Startup-Costs
Proper orientation can help the employee get “up to speed” much more quickly, thereby reducing the costs associated with learning the job.
Positive working relations
Help the new employee develop a positive working relationship by building a foundation of knowledge about campus mission, objectives, policies, organization structure, and functions
To Reduce Anxiety
Any employee, when put into a new, strange situation, will experience anxiety that can impede his or her ability to learn to do the job. Proper orientation helps to reduce anxiety that results from entering into an unknown situation, and helps provide guidelines for behaviour and conduct, so the employee doesn’t have to experience the stress of guessing.
Reduce Employee Turnover
Employee turnover increases as employees feel they are not valued, or are put in positions where they can’t possibly do their jobs. Orientation shows that the organization values the employee and helps provide tools necessary for succeeding in the job.
Proper learning curve
Help the new employee achieve objectives and shorten the learning curve
Save Time For Supervisor & Co-Workers
Simply put, the better the initial orientation, the less likely supervisors and co-workers will have to spend time teaching the employee.
To Develop Realistic Job Expectations, Positive Attitudes and Job Satisfaction
It is important that employees learn early on what is expected of them, and what to expect from others, in addition to learning about the values and attitudes of the organization. While people can learn from experience, they will make many mistakes that are unnecessary and potentially damaging.
What can make Orientation a success in the organization??
Orientation should begin with the most important information (basic job survival).
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 other staff members.
Arrange to have lunch with the new employee.
Show the new employee around the office.
Orientation should emphasize people as well as procedures and things. Employees should have a chance to get to know people and their approaches and styles in both social and work settings.
Review the job description card and organizational charts with the employee.
Review telephone, fax, e-mail, and Internet use
Give the employee the New Employee Benefits Packet. Be sure to discuss any questions or refer the employee to your Department Benefits Counselor. Remind the employee to fill out and submit benefits forms on time.
Buddy an employee to a more experienced person, but make sure the more experienced person wants to buddy up, and has the inter-personal skills. This provides ongoing support.