Armario ODP Final Paper 2

LegazpiSavings New Hire Orientation Program (NHOP) Page 1
EXECUTIVE SUMMARY
The orientation program of every company serves an important role to the success in the
achievement of the goals of company. In the banking industry, large scale commercial banks
have a well-established orientation program for newly hired employees which helps in the
familiarization with the operations of the company and to know the in and out of the business. It
also serves as a development of rapport with co-workers and the work environment.
LegazpiSavings as a wholly-owned subsidiary of Robinsons Bank also aims to adapt this
standardized program.
Although LSB has an orientation program known as New Hire Orientation, certain
changes must be addressed to have this competitive enough among other companies and to have
an efficient and effective newly hired employees. Currently, the program is good and significant
enough for both the employee and the human resource department. Of course there are still
minor adjustments particularly with the orientation conducted by the unit/departments and areas
that need more improvements. It is also clear that the objective of the HR department to orient
thoroughly is being achieved.
It is hereby recommended that continuous improvement in the program is necessitated to

make the program more effective. Further, hands on training will serve as a big factor to attain
the goal of Human Resource Management Department in implementing the program
successfully more than just the establishment of theoretical foundations given by speaker in
every part of the schedule of activities.
BACKGROUND OF THE STUDY
Success of an organization depends on great extent upon its people. It is increasingly

realized that the ultimate implementation of management strategies come through people working
in the organization. The fundamental function of management like planning, organizing,
decision-making, controlling and motivating, must be done by the people and for the people
involved in it. This realization has tremendously changed the interpretation of the concept of
management in recent years giving most importance to the management of human resources in
various organizations (Anuradha, 2006).
According to Tella (2007) in today’s business, the right approach and management of the
employees can greatly affect the company’s overall performance. A strategic approach in human
resource is vital especially in growing companies. Starting from right staffing to maintaining
performing employees, HR management is accountable in developing not only employees but the
organization itself. The orientation of the company on human resources turned to be one of the
key tasks of strategic management and as such human resources play an important role in all
strategic decisions. As Boudreau and Ramstad (2007), and DiVanna and Rogers (2005)
presented: “Whether it is called ‘people’, ‘labor’, ‘intellectual capital’, human capital’, ‘human
resources’, ’talent’, or some other terms, the resource that lies within employees and how are they
organized is increasingly recognized as critical to strategic success and competitive advantage.
The term “Personnel Management” is used to encompass those managerial actions

concerned with the acquisition and utilization of labor services by any organization which
pursues an economic purpose. Labor Management or Human Resource Management is
sometimes used as substitutes, although they may be assigned subtly different meanings in some
contexts. Acquisition and utilization may be broken down into the particular tasks or recruiting,
selecting, deploying, using, assessing, developing and rewarding the labor services necessary in
achieving the goals of the organization and its management. (Pigous, P. & Myers, C.A., n.d, p.
23).
According to the website smallbusiness.com, employee orientation is the process of

introducing employees to their new job and work environment. Orientation provides an
opportunity for new employees to become acclimated to their new company, department,
colleagues and work expectations. Further, an effective workplace orientation provides
employees with a clear understanding of what is expected of them and how their role fits into the
overall objectives of the organization. It also acclimates new hires with the organization's core
values and how these shape the ways in which employees should conduct themselves. Employees
should become familiar with the organization’s policies as well as its history and background to
gain greater perspective of its place in the industry and society as a whole.
In Canada, employee orientation provides the employees with the information necessary
to begin or continue a successful career in the Newfoundland and Labrador Public Service.
Employee orientation promotes a broad understanding of Government as a public institution. The
process contains a consistent message about work in the Public Service and the basic expectations
of Government as an employer.
In the official website of The Government of Newfoundland and Labrador in Canada,

employees who are new to the job require essential information related to their work and their
work environment. Within a reasonable time following their appointment, employees require
orientation to their duties, work environment, and terms and conditions of employment. The
result should be a solid foundation for a successful, long-term working relationship between
employer and employee. (www.gov.nl.ca)
Banco de Oro (BDO) has BDO Life. BDO Life supports the development of its
employees through training programs and other learning opportunities that reinforce their current
level of competencies, professionalism and work effectiveness. Training program available to
their new hires is called New Employees On-boarding Program (NEO). The NEO Program is
BDO LIFE’s organizational integration program for new employees. It aims to welcome, guide
and train new employees to quickly become more effective members of the organization. The
training course includes: New Employees Orientation, Code of Conduct (e-learning), Anti-Money
Laundering Act (AMLA) Orientation, BDO Life On Target: Fundamentals of Life Insurance,
Performance Development Program Briefing, Beyond Customer Loyalty Training, On-The-Job
Coaching (by their Immediate Superior or Assigned Coach).
Each workshop provides opportunity to learn, practice, display and evaluate new
knowledge, skills and attitude during the training through experiential activities that include
hands-on-exercises, role-plays, script analyses, games, and self-inventories. Aside from the
courses mentioned above, employees may also be sent to public/external training, local or
regional to address their technical or functional competency needs.
Orientation Program for New Hires is also the approach done by the Philippine National
Bank (PNB). Based from their official website, an induction program designed to establish an
adequately-informed perspective of the Bank’s corporate vision, mission, values, policies and
procedures, benefits and provide the requisite knowledge on customer service through a
workshop.
In as far as Robinsons Bank is concerned, its brand of employee orientation is called New
Hires Orientation Program (NHOP). This is a program conducted by Human Resource
Management Group which ensures that newly hired employees are oriented on relevant
information such as, but not limited to, the Bank’s history, table of organization, policies,
employee benefits, products and services, among others.
The proponent of this study focuses on LSB’s “not yet established” or pre-designed
orientation program for new hires and its employees as a whole. Legazpi Savings Bank, Inc.
(LSB) was founded by prominent families in the province of Albay on May 8, 1976 operated as
Thrift Bank. Deposits and loans to the public were its primary line of service. Management was
under Mr. Luis S. Los Baños as its founding Chairman and President. In 1993, the family of Don
Alfonso Bichara of Ligao, Albay took control of the Bank and started its expansion in accordance
with the mandate of the Bangko Sentral ng Pilipinas. Saddled with high non-earning assets and
high interest rates on bought funds, the Bank’s margins began to deteriorate until it cannot
anymore maintain the required capital level. So in 2012, Robinsons Bank Corporation (RBC)
came into the picture offering equity infusion into LSB in exchange for the sale of 100% of its
common and preferred shares. In December 2012, RBC secured the final approval from the
Bangko Sentral ng Pilipinas to acquire a “substantial controlling interest” in LSB; hence, making
Legazpi Savings Bank, Inc. officially a subsidiary of Robinsons Bank.
Today, Legazpi Savings, a subsidiary of Robinsons Bank has eleven existing branches in
the Bicol Region with Albay District as its Main Branch, Daraga, Tabaco, Polangui and
Guinobatan – all in the province of Albay; Sorsogon; Daet, Camarines Norte; Virac,
Catanduanes; Masbate and Naga. In 2017, it opened its new branch outside Bicol Region,
opening its full branch in Lucena and its 2 Branch Lite in Calauag, Quezon and Goa, Camarines
Sur. First quarter of 2018, the bank continue to grow by opening another branch in Region III,
San Fernando, Pampanga Branch. In September of the same year, LSB’s bold move on expansion
of a Branch Lite is at Region IV-A, at Dasmarinas, Cavite, and Iriga, Camarines Sur making it 17
branches by the end of 2018. (LSB Profile and Location Map)
Location Map
RATIONALE
Since the establishment of Legazpi Savings Bank, from its founder the Los Baños’ to
Bichara’s and until the acquisition of Robinsons Bank, the key for the attainment of the
company’s mission/vision/goal will start with the employee. Although the company has a well-
established business operations, the person who will carry that out is a main factor for the
business to prosper. And a strong foundation of Personnel Management from the in and out
personnel movement within the Human Resource Department starts from the hiring.
With this reason, the researcher identifies the importance of well-established orientation
program of LegazpiSavings wherein currently the orientation program needs to be polished,
strengthened, and strictly implemented.
OBJECTIVES
This project study entitled, “Legazpi Savings New Hire Orientation Program” aims to
provide a comprehensive guide to new hires.
Specifically, it aims to achieve the following objectives:
1. To be able to present an overview of Legazpi Savings Bank, its owner, the conglomerate,
history, its corporate vision, mission, and the roadmap of the parent bank. Its product and
services, and the bank operations to newly hired employee.
2. For the newly hired employee to be accustomed with each department, personnel, and
their key functions to the bank and its inter-relationship with each
unit/department/branches.
3. For the Human Resource Department to be able to orient them with the different policies
governing all banking institutions and LSB’s policies and procedures.
4. For the newly hired employee to be able to understand the bank’s personnel policies and
procedures, employee benefits, and other pertinent employment rules and regulations.
SIGNIFICANCE
The project study “Legazpi Savings New Hire Orientation Program” will redound to the
benefit of the following:
New Hires. New Hires Orientation Program (NHOP) will serve as their how-to guide, as
they start their career with the bank. This will be of help to all newly-hired employees as it lays
foundation for the new employee’s career with the bank.
Legazpi Savings Bank. The bank as a whole will be a benefactor of the said study in
order to have a standard Orientation Program.
Respective Units/ Department. This would help each unit further explain their roles
and function in the bank.
Human Resource Management Department. New Hire Orientation Program (NHOP)

will be beneficial to the HR Department as it will form part of the Learning and Development of
both new employee and the department as well. As regards Talent Acquisition, this is a form of
retention mechanism in order to deal with employee turn-over rates. With a solid orientation
program, this can build a strong foundation of “intangible goods” that will keep employees stay
longer. The study will help the department as a whole to become more innovative in dealing with
concerns relative to people development approaches.
Management. The result of this study would become a comprehensible reference

material for the management as a basis for strategic decisions relative to people development and
management.
SCOPE AND LIMITATION
The scope of this study deals with the content and the program flow of the whole New
Hire Orientation Program. This also includes the timeline of the entire orientation program. The
study does not cover allowances (i.e. meal allowance, transportation allowance), training and
other logistics involved in the said training.
EXISTING CONDITION
There is no established policy yet relative to the orientation program of Legazpi Savings
Bank. The current Pre-Board Orientation Program of the bank includes the following: HR
Orientation, Compensation and Benefits, Code of Conduct, AMLA Orientation, IT Security
Orientation, Risk Awareness Orientation, Bank Security and Retail Banking Orientation
respectively. Actual hands-on training for 14 days is conducted in Tabaco Branch being the
training branch of all branch personnel. Head Office personnel, on the other hand will proceed
directly to their respective unit/department after the Pre-Board Orientation Program.
Pre-board orientation program of personnel from branches 30km away from Head Office
are entitled to a meal allowance the entire 14 days branch training and reimbursement of their
transportation allowance.
DATA GATHERING
Research Design
The study employed both quantitative and qualitative survey project study. Survey
research method whereby a researcher poses some set of predetermined questions to an entire
group or selected number of individuals called a sample. This method may also be used as a way
of quickly gaining some general details about one’s population of interest to help prepare for a
more focused, in-depth study using time-intensive methods such as in-depth interviews or field
research.
Survey and interviews were used as research design of the study to answer problems set
forth in this study. Further interview was used to validate the answers given by the respondents
using open-ended questions. The survey is appropriate in this study because it enables the
researcher to have an easier formulation of generalization. The collected data was presented using
text, figure and tabular forms. In addition, a detailed presentation of information has provided in
order to describe and show the relationship among variables of the study.
Sources of Data
The needed data to answer the objective raised were generated from primary sources of
this study. The primary source of data in this study came from the responses of the respondents
from the survey questionnaire distributed to new hires. The prepared questionnaire entails some
statements that aimed to answer the specific objective of the study. The data obtained from the
respondents represented their ranking of the orientation’s topic and sub-topic.
Their responses in survey were likewise considered in the drafting of the recommended
topic to be added in the New Hires Orientation Program (NHOP) of Legazpi Savings Bank. On
the other hand, the secondary data were obtained from the published documents, journals,
newspapers, related literature and studies that were relevant to the topic.
Respondents
The study considers the presently connected employees as respondents, and were given
questionnaire to answer. Respondents are both from Head Office and Branches bank wide
regardless whether Rank and file or junior officer.
Research Instrument
Research instrument used in this study is Data Gathering. The data are from the Survey
Questionnaires given. The data gathered were collected and analysed in order to arrive with the
following: Rating of New Hire Orientation Program relative to: Bank in general, bank products,
policies and procedures, orientation with units/department. The survey questionnaire also aims to
find out whether the whole Orientation Program is Outstanding, Good, Fair, or Needs
Improvement. The questionnaire is specifically devised to find out if the Orientation program is
significant in their career in the bank and how will it be further improved.
Data Gathering Procedure
In order for the proponent to elicit the needed responses from the respondents, the
following steps were undertaken:
 The researcher collected the primary data pertaining to the current Orientation
Program thru a survey questionnaire sent thru email with the aid of branch managers
and HR. The respondents will be assured that their answers will be tabulated and will
be held with strict confidentiality.
 After collecting the questionnaire, the responses were tallied, computed, and recorded
for interpretation and analysis.
 Moreover, this research study made use of secondary documentary data in the form
of articles from books, internets, other banks portals, journals, magazines and
newspapers for both qualitative and quantitative accounts.
Finding/Presentation of Data
1. How will you rate the current New Hire Orientation Program of the bank relative to:
Bank in General
Outstanding 8 20.51%
Good 14 35.90%
Fair 8 20.51%
Needs Improvement 9 23.08%
39 100.00%
Bank in General
Needs Improvement
Fair
Good
Outstanding
0 2 4 6 8 10 12 14 16
Data shown above reflects the current orientation program of the bank is good. However, since
the goal is continuous improvement and to be at its best, the goal is to zero out the needs for
improvement and that the orientation will be outstanding.
Policies and Procedure

Good 22 56.41%
Fair 3 7.69%
39 100.00%
Policies and Procedure

5
9
3
22
Outstanding Good
Fair Needs Improvement
From the question: How will you rate the current New Hire Orientation Program of the bank
relative to Policies and Procedure: 56.41% responded Good being the highest, 23.08%
Outstanding, 12.82% Needs Improvement and 7.69% said it is fair.
Percentag
Bank Products e Rank
Outstanding 7 18.42% 3
Good 15 39.47% 1
Fair 9 23.68% 2
Needs Improvement 7 18.42% 4
38 100.00%
Bank Products
0 2 4 6 8 10 12 14 16
Outstanding
Good Fair
Needs Improvement
Above data indicates that orientation relative to Bank Products is good enough. 7 among all
respondents said that it was already outstanding while 9 responded as fair and the remaining
7 said it needs improvement.
Orientation with Percentag

Units/Department Respondents e Rank
Outstanding 4 10.53% 4
Good 8 21.05% 2
Fair 20 52.63% 1
Needs Improvement 6 15.79% 3
38 100.00%
Orientation with Units/Department
60.00%
50.00%
40.00%
30.00%
20.00%
10.00%
0.00%
Percentage
Outstanding Good
The result of rating relative to the Orientation with Units/Department, 52.63% agreed that it fair.
It is then followed by good with a total rating of 21.05% next is needs improvement and
outstanding with a total percentage of 15.79% and 10.53% respectively.
2. Please rate the New Hire Orientation Program:
Percentag
Rate the New Hire Orientation Program e
Good 18 46.15%
Fair 8 20.51%
39 100.00%
Rating of New Hire Orientation Program
0 2 4 6 8 10 12 14 16 18 20
Outstanding Good
From the data presented above, the rating good got the highest rank. 8 out of 39 said it is
already outstanding, 8 same with outstanding said it was fair and 5 said it needs
improvement.
3. Did you find the orientation program significant?

Only 1% out of 39 said that the orientation program was not significant and 99% said it was
really a significant one.
Reasons as to why are as follows:

 It will serve as the foundation of the employees in their work and will truly help in
decision making in certain work situations.
 Educational
 The orientation program gives insights on the banking essential knowledge
 It will help the employee know at least short background/insight of the company
upon entering at the designated units and also aware of the Do’s and Don’ts most
especially for the first time employees.
 Because it served as an introduction for the newly hire employees to the company
 Because it provides the basic information that new hires needs
 To be able to inform the newly hired employees the basic info. And whereabouts of
the company.
 To be able to discuss /orient newly hired about bank policies, procedures, products
and services offered for future information and applications.
 Yes, I find the orientation program significant yet there are still rooms needed for
improvement most especially during the deployment of the newly hired employees.
As customer service provider they must be already oriented, informed and aware on
how we give customer service satisfaction. Based on my observation there are some
trainees that even simple gestures of showing and saying “thank you” to the clients
don’t know how to do it where in fact it is our number 1 duty to let the client feel that
they are welcome most especially if they will be assigned to respective branches.
 Because they really need first-hand information before the deployment to their
training.
 It is important to gain knowledge and for sure the learning from the orientation will
be used. It is like a stepping stone to do better in work.
 Most of the topic discussed were useful
 To introduce and familiarize the bank as a whole(products and services)
 It gives newly hired employees an awareness and knowledge before starting to do
his/her functions and duties.
 For familiarization
 Easy familiarization and easy adaptation
 Because this will be the step on how to become efficient to the tasks
 Orientation program is important because it lays a foundation for new employee’s
entire career with the department.
 It is important so that before deployment FCA has enough knowledge
 Because it is very useful at work and in real life
4. Do you think that the following topic will be significant if included in the orientation
program:
 Customer Service
 Bank product
 Departmental Orientation
All of the respondents answered yes in the above question.
5. What recommendations can you give to further improve the orientation program?
 Give if possible, simulations of the actual work to be done by the employee, not just
teaching them by the book (policies) let them measure how good they’ve understand
what their work would be in their unit/department assigned. Also, during NHOP, the
employee should be given by the HR the list of her/his duties/responsibilities and could
also explain the nature of the job.
 Strengthen special orientation on related function of the unit/department. The NHOP only
tackles general bank policies but orientation on the specific designation of newly hire is
not extensively discussed/tackled.
 More on hands on please
 Provide a proper place where the orientation be held. And schedule proper orientations to
the employees especially the newly hires. And include the above mentioned topics for
additional information.
 Discuss briefly, accurately, and clearly the basic information that a new hires needs such
as job description, knowledge, about LSB and of course salaries and benefits.
Training/orientation should be done on a continuous basis.
 NHOP
 Provide FAQ
 Strengthen the knowledge of good customer service most especially if they are frontlines.
Furthermore, give a short/brief grasp about the bank products and policies.
 Need to discuss the history of Legazpi Savings Bank
 No recommendation
 It is much better to conduct trainings/seminar about counterfeit detection, signature
verification before the actual job exposure so that newly hired employees will be
equipped with knowledge about it.
 No further recommendations
 None thank you
 None
 Keep it simple
 Orientation with different department
 Get to know other HO personnel
 Counterfeit detection upon entry of teller
 Have standard on the orientation program
ANALYSIS AND RECOMMENDATION

Based on the data collected among 39 respondents, in general the NHOP has been rated
good and outstanding among all participant with a total of 67% (26 respondents) while fair and
needs improvement is 33% (13 respondents). 33% rating is a significant figure knowing that the
aim of the study is continuous improvement, hence, we have to minimize fair and needs
improvement and continuously aim for an outstanding. In totality, majority of the respondents
concluded that the program is significant with an overwhelming rate of 99%.
For the bank in general, the highest rate is 35.90% and the lowest is 23.07%. In specifics
of policies and procedure which is critical with the operations of the human resource department,
the highest rating is 56.41% for good rating, the highest among all comparative program and the
lowest is 7.69 % which is fair rating. Among bank products, highest rating is good with a total
percentage of 39.47 and lowest tied at 17.95% between outstanding and needs improvement.
Lastly, the result for orientation with unit/department the highest rating of 52.63% is fair and
lowest rating of 10.53% for outstanding rate.
Looking beyond the statistical data, it seems that the orientation program of human
resource department is important to all the new employees wherein it guides them with the basic
information with the processes of the banks, the basic know-how, the policy and standards. We
also must take into note that although it is important, the implementation or coverage of the
program must be looked into since majority of respondents rated good instead of the aim of
outstanding. Further, the rating of needs improvement must be taken into consideration because
the rate is above the 10% baseline. For the program itself to be effective, the aim should be
always outstanding.
In particular the policies and procedure, is somewhat on the above the neutral rate since
majority of the respondents are between outstanding and good rate with a combined rating of
79.49%. We could conclude that the orientation on policies and procedure is truly effective
among others. The Human Resource Management Department should also strengthen the
orientation within the unit/department because of the fair rating and the lowest rate is under the
outstanding rating. In this case it should be reciprocated to make the interdepartmental orientation
really effective.
From these results, the following are the recommendations:
1. Regularly conduct orientation program and evaluate the program afterwards

2. Continuously aim to have an outstanding result of the orientation program and not to
settle in a good rate.
3. Strengthen the orientation within the unit/department
4. Make a comparative study between the rate of orientation program and the turnover rate
of the company.
5. Include simulation or hands-on training in the program and slate on the last day of
orientation for application of the learning of the attendees. From this the human resource
department can identify who among all new employees that need to be guided properly
prior to full-time deployment in their respective branches and who among is beyond
equipped for deployment.
6. (Human Resource Department) should look into the factors that could have contributed to
the result such as but not limited to speaker, program proper, venue, time frame etc.
Appendices
LegazpiSavings Proposed New Hire Orientation Program (NHOP)
Questionnaire
Sample Questionnaire
Legazpi Savings New Hires Orientation Program
Pre-Board Orientation:
A pre-board orientation is a one (1) day orientation with the Human Resource Management
Department team which includes the following: Contract Signing, Code of Conduct, and
Compensation and Benefit Policies. A pre-board orientation program is a prerequisite of New
Hires Orientation Program NHOP.
Objectives:
New Hires Orientation Program (NHOP), a training for all newly hired LSBanker employee aims
to guide towards fruitful career with the bank. Trainings/modules help new employee to
familiarize themselves with the bank, its culture, management, policies and procedures, code of
conduct, and its product and services. NHOP intends to welcome new hires and ensure that they
are equip in their actual job and to feel the welcome atmosphere in Legazpi Savings Bank (LSB).
It is a four (4) day orientation covering different modules shown in the schedule below. Speaker
in all modules except otherwise stated, are staff/rank and file employee of each department. The
program will serve as a platform for those rank and file employees for public speaking.
Each unit will discuss briefly their organization structure, function, and key personnel of their
unit/department.
In addition, no hand-out should be given to the participants in order for them to listen and
actively participate in the orientation.
After the four (4) days classroom training, all branch personnel will proceed to Tabaco Branch,
being still, the Training Branch but for 10 days covering still the 14 days training period of all
branch personnel. Head Office personnel on the other hand will now proceed to their respective
unit/department as their first day actual work and will be turn over to their unit/department head
for orientation and will be introduced to a buddy to help the new hire in coaching the actual job.
Day Time Topic Person/Unit in Charge

1 9:00 AM-9:20AM VMGO HRMD-Mary Grace Martinez
Overvie
w Branch Banking Personnel
of the (including brief summary of Branch
Bank and 9:30AM-9:50AM personnel with their Job Description) HRMD-Vinalyn Armario
Policies Compliance Unit with AMLA Compliance Unit-Danica
10:00AM-12NN Orientation Ostonal
IT Security
(ITD Personnel and function, IT
Security Policy Handbook, IT
Awareness Training and LSB
1:15PM-3:00PM Computer Security) ITD-Anthony Steve Alfanta
Compensation and Benefits
3:15PM-3:40PM (Overtime, Leave Policy, Rest Day) HRMD-Sherielyn Manalapas
3:40PM-5:00PM Bank Security Orientation Security-Jerome Regalado
end of day 1
2 Morning Session RBG Orientation Abundio Blanquisco Jr.
Basic ID Verification and
1:15PM-2:30PM and Counterfeit Detection HRMD-Vinalyn Armario
RMU Orientation, Risk Awareness
and
2:30PM-4:00PM Social Media Orientation RMU-Jerald Reodique
4:15PM-4:30PM Internal Audit Department IAD Staff
4:30PM-5:00PM Collections Unit Collections Staff
end of day 2
3 Morning Session Customer Service HRMD-Vinalyn Armario
Bank 3:00PM-3:15PM QA Unit QA Staff

Products 3:15PM-3:30PM Legal Department Salvacion Rafanan
3:30PM-4:10PM Lending Group Nona Diane Obido
4:10PM-4:30PM APDS Credit Lending Unit Jemar Dave Castuera
4:30PM-5:00PM MLU Claire Barredo
end of Day 3
4 9:00AM-9:30AM Loans and Discount Unit LND Staff
Support 9:40AM-10:00AM Loans and Credit Unit Loans and Credit Unit Staff
Group 10AM-10:30AM Treasury Department Liquidity Officer
of the 10:30AM-11AM ROPA Unit ROPA Staff
Bank 11AM-11:30AM ATM Center Department ATM Center Staff
1:00PM-2:00PM Accounting Department Accounting Staff
2:00PM-2:30PM Clearing Unit Clearing Staff
2:45PM-3:00PM General Services Unit General Services Staff
3:00PM-4:00PM RA 10173, Data Privacy Act HRMD-Vinalyn Armario
end of day 4
The undersigned is currently working on project study relative to her Officer’s Development
Program entitled “Legazpi Savings New Hire Orientation Program (NHOP)”, relative to the
foregoing, may I request your assistance to please accomplish this questionnaire. Be assured that
your responses will be handled with STRICT CONFIDENTIALITY.
Thank you. VGA
QUESTIONNAIRE
Name: _________________________________________________________________
Position: ______________________ Unit/Branch: ____________________________
Date of Hire: ___________________
Please check your answer.
1. How will you rate the current New Hire Orientation Program of the bank relative to:
 The Bank in general

______Outstanding  Bank products
______Good ______Outstanding
______Fair ______Good
______Needs Improvement ______Fair
______Needs Improvement
 Policies and Procedures  Orientation with Units/Departments

______Outstanding ______Outstanding
______Good ______Good
______Fair ______Fair
______Needs Improvement ______Needs Improvement
1. Please rate the New Hires Orientation Program:

______Outstanding
______Good
______Fair
______Needs Improvement
2. Did you find the orientation program significant?
______Yes ______No
Why? _________________________________________________________________________
3. Do you think that the following topic will be significant if included in the orientation
program:
Customer Service _____Yes _____No

Bank product _____Yes _____No
Departmental Orientation _____Yes _____No
5. What recommendations can you give to further improve the orientation program?
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
Sample Questionnaire 1
Sample Questionnaire 2
References
Tella, A. (n.d.). Retrieved form http://unlib.unl.edu.LPP/tella2.htm
Anuradha, S. (2006). Management and Job Performance. Gian Publishing House, New Delhi,
India
Tella, A. (2007). Work Motivation, Job Satisfaction and Organizational Commitment in Library
Personnel in Academic and Research Libraries in Oyo State, Nigeria. Library
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LegazpiSavings New Hire Orientation Program (NHOP) Page 1

It is hereby recommended that continuous improvement in the program is necessitated to

BACKGROUND OF THE STUDY

Success of an organization depends on great extent upon its people. It is increasingly

The term “Personnel Management” is used to encompass those managerial actions

According to the website smallbusiness.com, employee orientation is the process of

In the official website of The Government of Newfoundland and Labrador in Canada,

Human Resource Management Department. New Hire Orientation Program (NHOP)

Management. The result of this study would become a comprehensible reference

SCOPE AND LIMITATION

Data Gathering Procedure

Policies and Procedure

Policies and Procedure

Orientation with Percentag

Orientation with Units/Department

2. Please rate the New Hire Orientation Program:

Rating of New Hire Orientation Program

3. Did you find the orientation program significant?

Reasons as to why are as follows:

ANALYSIS AND RECOMMENDATION

From these results, the following are the recommendations:

1. Regularly conduct orientation program and evaluate the program afterwards

LegazpiSavings Proposed New Hire Orientation Program (NHOP)

Legazpi Savings New Hires Orientation Program

Day Time Topic Person/Unit in Charge

Bank 3:00PM-3:15PM QA Unit QA Staff

 The Bank in general

 Policies and Procedures  Orientation with Units/Departments

1. Please rate the New Hires Orientation Program:

Customer Service _____Yes _____No

Tella, A. (n.d.). Retrieved form http://unlib.unl.edu.LPP/tella2.htm

BDO Life, retrieved on October 27, 2018 from

Retrieved on October 28, 2018 (https://smallbusiness.chron.com/benefits-new-employee-

Newfoundland Labrador Canada, retrieved on October 28, 2018 from

PNB Neo Program, retrieved on October 28, 2018 from www.pnb.com.ph

RBC, retrieved on October 28, 2018 from https://www.robinsonsbank.com.ph

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Customer Service _Yes _No