Employee Orientation Ppt Final
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The document provides an overview of employee orientation, including: 1) The definition and purpose of orientation is to introduce new employees to their jobs, coworkers, and organization to reduce costs and turnover through developing realistic expectations. 2) An effective orientation program should provide information on the company's history, policies, jobs, and benefits over multiple sessions to prevent overload and allow interaction. 3) Common problems include providing too much information at once, a lack of evaluation of the program's effectiveness, and not ensuring employees understand their job requirements.
Employee Orientation Ppt Final
- 1. Employee OrientationPresented ByArushi MalpaniMegha BothraNayna GargShruthi Choudary
- 2. OverviewOrientation - Definition and meaning
- 5. Requisites of an effective programme
- 8. Evaluation of orientation programme
- 9. Employee placementOrientationDefinition: Orientation is a systematic and planned introduction of employees to their jobs, their co-workers and the organization.
- 10. It is also called as Induction.
- 11. Orientation is designed to provide a new employee with the information he/she needs to function comfortably and effectively in the organization.
- 12. Should be a process, not an event.Purpose of Orientation To reduce start up costs (associated with job learning)
- 13. To reduce anxiety
- 14. To reduce employee turnover
- 15. To save time for supervisor & colleagues
- 16. To Develop Realistic Job Expectations and Job Satisfaction Purpose of OrientationThe idea is to make the new employees feel ‘at home’ in the new environment
- 18. Assist in newcomer assimilation
- 19. Enhance adjustment to work group and norms
- 20. Encourage positive attitudeOrientation Programme1.Orientation checklist, employee handbook and orientation program.2.Communicate pride in the company by giving each new employee an item with the company logo on it. 3.Encourage communication, and a sense of importance, by inviting new employees to have coffee or lunch with the company owner or a senior manager.
- 21. Orientation Programme4. Encourage new employees to sample the product and or service that the company sells (i.e. Some restaurants offer new employees a complimentary meal).5. Reduce the stress of starting a new job by pairing new employees with a buddy (a more senior or experienced team member) that can help coach them through the first few weeks on the job.
- 22. Orientation ProgrammeHere are some ideas to consider, when devising the orientation program:The MIND thinks in IMAGES… not WORDS!Repetition is Key… Repetition is Key… Repetition is Key. Employee is most excited on the first day of work. You need to keep that excitement alive for as long as possible!
- 23. Orientation ProgrammeGames can provide for an informal and fun orientation.. For example: Photo match after the tour
- 24. Signature hunt Requisites of orientationTypically orientation conveys three types of info:(i)General information about the daily work routine;(ii)A review of organization’s history, founding fathers, objectives, operations and product or services, as well as how the employee’s job contributes to the organization's needs; and(iii)A detailed presentation,perhaps,in a brochure, of the organization policies, work rules and employee benefits.
- 25. Requisites of an effectiveprogrammeEducate the attendees about the history of the company, the financial performance of the company and the marketing initiatives of the company.
- 26. Brief history and operations of the company.
- 27. Products and services of the company.
- 28. The company’s organization structure. Requisites of an effectiveprogrammeLocation of department and employee facilities.
- 29. Rules, regulations and daily work routines.
- 31. Safety measures.
- 32. Standing orders and disciplinary procedures.Requisites of an effectiveprogrammeTerms and conditions of service including wages, working hours, overtime, holidays etc.
- 34. Benefits and services for employees.
- 35. Opportunities for training, promotions, transfers etc.Problems of OrientationToo much paperwork
- 38. Scare tacticsProblems of OrientationToo much “selling” of the organization
- 39. Too much one-way communication
- 41. No evaluation of program
- 42. Lack of follow-upProblems of OrientationThe program was not planned
- 43. The employee was unaware of the job requirements
- 44. The employee does not feel welcome
- 46. Orientation ChecklistPreparation for First Day
- 47. First –Day
- 48. Second – Day
- 49. First week
- 50. Within the first month
- 51. 90-days and ongoingEvaluation of OrientationEmployee has to fill in a questionnaire evaluating the programme
- 52. Group discussion sessions with new employees who have settled into their jobs
- 53. Verbal feedback from the employeesEmployee PlacementAllocation of employee to their right jobs.
- 54. It includes initial assignment of new employees, and promotion, transfer, or demotion of present employees.Employee Placement Collect details about the employees
- 56. Which subgroup profile does the individuals profile best fit?Employee PlacementCompare the subgroup profile to job family profiles
- 57. Which job family profile does subgroup profile best fit?
- 58. Assign the individual to job family
- 59. Assign the individual to specific job after further counseling and assessmentRole Play
- 60. Situation 1
- 65. Situation 2
- 69. Differences in the two orientations
- 70. How will the employee be after a month of work?
- 71. Should orientation be spread out to avoid information overload?
- 72. Buddy +ve and -veGroup Discussion
- 74. 2002