Orientation TrainingProgram

Presented by: garima jain somya bhavani

Introduction When a new employee joins an organization,

he is completely a stranger to the people, work place and the work environment.

Orientation can help overcome these problem.According to michael armstrong : “The process

of receiving and welcoming an employee when he first joins a company and giving him the basic information he need to settle down quickly and happily and start work” .

Objective of inductionTo help the newcomer overcome his natural

shyness and nervousness in meeting new people in a new environment .

To develop among the newcomers a sense of belonging and loyalty to the organization.

To build up the confidence.To faster a close relation between newcomer

and old employee and their supervisors.

Employee OrientationEmployee orientation is part of a long-term

investment in a new employee. It is an initial process that provides easy access to basic information, programs and services, gives clarification and allows new employees to take an active role in their organization.

Introduce new employees to their new environment Make new employees feel welcome and comfortable Retain a pool of new, capable employees

BenefitsEstablish clear standards that help reduce disputes

and limit liability. Promote consistent management .Inform new employees of the company’s policies .Demonstrate a commitment to equal treatment of

personnel .Provide protection from claims of discrimination and

sexual harassment .

What should employee orientation programs include? An orientation program helps the employee

understand their assigned duties, terms and conditions of employment as well as the organizational culture.

Welcome employee to company Orientation to business:history mission statement goals and objectives organizational structure, e.g. own job

description and relationship of position to other positions

future plans

Cont..Company policies and procedures, for

example:dress code reporting procedures smoking restrictions expense claims LegislationSafety proceduresEmergency proceduresoperating telephone system, who to call for repairs

Cont..Explanation of benefit packagegroup insurance, sick leave, holidays Tour facility and work areas:introduce employees identify amenities, e.g. washrooms, shower explain emergency procedures identify safety equipment

Cont..Describe job responsibilities and

performance expectations

review job description review product standards discuss applicable legislation provide manuals for operating equipment

Finalize employment documentation

Case study

New Manager Orientation and Assessment for Software Company Challenge

A North American social networking software company had experienced

significant company growth over a one-year period. To manage their

expanded customer base and increased call volumes, the client enlarged

their workforce by 100%. Although a comprehensive two-week training

program was provided to new front-line employees, no formal corporate

orientation was available to new managers and executives. Orientation

provided was inconsistent between departments and in some instances

non-existent. Over the subsequent two years, the client was challenged

with a management turnover rate of over 50% per year.

Solution

Management employee survey results and feedback from exit interviews

initially identified that a corporate orientation program would greatly

benefit new management employees. To initiate such a program, Limestone Learning’s managing partners conducted a

comprehensive content analysis and interviews with new management employees to identify requirements. Focus sessions with all levels of management

were also held to introduce the program objectives, timeline and new-hire training requirements, gather suggestions for program topics and increase buy-in to the program. Company executives were included

in each feedback session to show support for the program.

skills and knowledge questionnaire was developed and sent to managers prior to attending training to provide the

program included face-to-face training courses, CEO welcome video, hands-on workshops, company tour and

Assessment developed for the orientation program included a corporate orientation board game, training games,

quizzes, group discussions, skill practices and case studies. Post-program evaluation included on-the-job

observation of the new employees by their managers in combination with skill questionnaires sent one month and

three months after training was completed to assess the level of skill transfer and applied learning to the job.

Results

The Corporate Orientation program was extremely successful. The program generated a lot of excitement and

support from all levels of management. Feedback from new managers was extremely positive. They felt valued by

the organization and believed the orientation program provided them with a solid foundation to succeed on the

on the job, realized a greater degree of employee satisfaction and experienced a significant decrease in

management turnover and associated costs.

Video

Thank you