Orientation & placement
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This document discusses orientation, placement, and socialization programs for new employees. It defines orientation as a planned introduction to help employees adjust to their new jobs and work environments. The goals of orientation are to reduce anxiety, overcome reality shock, and help employees feel comfortable. Effective orientation programs determine the information needed by employees, how to present it, and include paperwork completion. Placement involves determining the appropriate job for each new employee based on assessing individual profiles and comparing them to job profiles. Socialization aims to help employees acquire work skills, adopt proper roles, and adjust to company norms and values.
Orientation & placement
- 1. Welcome to the presentation on ORIENATION,PLACEMENT AND SOCIALISATION PROGRAMMES
- 2. ORIENTATION A formal definition of orientation is “… planned introduction of employees to their jobs, their co-workers and the organization.”
- 3. ORIENTATION CONVEYS 3 TYPES OF INFORMATION i. General information about the daily work routine ii. A review of the organization's history, founding fathers, objectives, operations and products 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's policies, work rules and employee benefits
- 4. PURPOSE OF ORIENTATION Overcoming employee anxiety Overcoming reality shock To make the new employee feel ‘at home’ in the new environment To help the new employee adjust to a new job and work environment
- 5. TOPICS OFTEN COVERED IN AN ORIENTATION PROGRAMME • • • • Organizational issues Employee benefits Introduction Job duties
- 6. ORIENTATION PROGRAMME • • • • An orientation programme may be Formal or Informal Individual or Collective Serial or Disjunctive Investiture or Divestiture
- 7. REQUISITES OF AN EFFECTIVE ORIENATION PROGRAMME • Prepare for new employees • Determine information new employees want to know • Determine how to present information • Completion of paperwork
- 8. EVALUATION OF ORIENTATION PROGRAMME Maybe done through the use of questionnaires (in case of formal orientation) Through interviews Group discussions
- 9. INDICATORS OF A FAULTY ORIENTATION PROGRAMME Low morale Low productivity More accidents Quits Requests for transfer Absenteeism Various sorts of complaints
- 10. PLACEMENT “Placement” may be defined as “the determination of the job to which an accepted candidate is to be assigned and his assignment to that job”
- 11. PLACEMENT PROBLEMS (Related or depends on the type of “job”) Jobs may be classified into 3 kinds i. Independent ii. Sequential iii. Pooled
- 12. CLASSIFICATION MODEL FOR EMPLOYEE PLACEMENT The two elements in the model are a. Individual (Individual Profile, Group Profile) b. Job (Job Profile, Job Family)
- 13. ASSESSMENT-CLASSIFICATION MODEL FOR EMPLOYEE PLACEMENT Collect details about the employee Construct his or her profile Which subgroup profile does the individual’s best fit in? Compare subgroup profile to job family profiles Which job family profile does subgroup profile best fit? Assign the individual to job family Assign the individual to specific job after further counseling and assessment
- 14. SOCIALISATION Organizational socialization is defined in several different ways. A global view includes three aspects Acquisition of work skills and abilities Adoption of appropriate role behavior. Adjustment to the norms and values of the group
- 15. Thank You For further queries please contact me at braggs.sharon@gmail.com