Forces Influencing Working and Learning

 Attracting and retaining employees

 Less job security
 Globalization
 Business cycles
 Increased value placed on intangible assets
 Focus on link to business strategy
 Changing demographics and diversity of the workforce
 Talent Management
 Customer service and quality emphasis
 New technology
 High performance work systems
 Change and continuous learning
 Employee Engagement
Employee Orientation
 An employee orientation is a process used to integrate recently recruited
employees with the organization. It is also known as on-boarding
process, induction process etc. This process is very crucial for both the
stakeholders; the organization as well as the new entrants, with the latter
getting exposed to the organization and understand their new role and
position with respect to the organization as a whole. This is the first
proper impression of the organization for the new employees.
 (NHO) program – New Hire Orientation Program
 Employee orientation introduces a new employee to the company, its policies,
the coworkers and the job itself. Its characteristics include introducing the
employee to the company's culture, roles and responsibilities, job description
and other important things an employee will need to know.
 Generally orientation covers many aspects such as:
 Culture, values, vision & mission of the company
 Organizational Structure
 Policies, Procedures, Rules & principles
 Roles and responsibilities of the employee and others in the company
 Employee introduction
 Department level information
 Job description
 Systems
 Facilities , benefits etc.
Characteristics of Effective Orientation Programe
 New employees are encouraged to ask questions
 Program includes information on both technical and social aspects of the
job
 New employees are not embarrassed
 Formal and informal interactions with the seniors, peers and other
members of the organization
 Programs involve relocation assistance
 Employees are provided with information about the company’s products,
services and customers.
 Employees should feel at home and reduce the anxiety
In a nutshell, comprehensive orientation programs make new
employees feel welcome, prepare employees to perform
their jobs effectively, establish work relationships and ready
to take on work challenges
Best practices of Employee Orientation
 They are engaging
 They involve senior leaders
 They create a shared vision
 They are welcoming and enfolding
 They are part of a talent value chain.

Best Practice 1: They are Engaging

 Arrow Electronics use role playing to help new hires understand key concepts.
 Motorola utilizes several team activities
Best Practice 2: They Involve Senior Leaders
At Motorola, new hires are treated to lunch with a vice president
The president and COO of the Ritz-Carlton greets new employees on day
one of NHO with a stirring address

Best Practice 3: They Create a Shared Vision

Qwest Communications begins their NHO with a discussion of their mantra
Spirit of Service and what it means to employees. Motorola covers the company’s
mission statement in depth, as well as the mission statements for individual
departments
Best Practice 4: They are Welcoming and Enfolding
Ritz-Carlton begins its seven-day NHO with
 “what can only be described as a pep rally,” then as the new
employees enter the building, they are greeted with” enthusiastic
applause
Republic Financial sends every employee a gift basket prior to their
first day of work
Best Practice 5: They are Part of a Talent Value Chain
After the offer has been accepted, many companies, including Arrow
Electronics, Motorola, and Republic Financial send preorientation
materials to new hires prior to their first day. Such materials include a
benefits packet, area guide (restaurant information, etc.), and tips from
current employees for surviving the first few weeks.
Keane Consulting Group also uses a mentorship model, providing
each new employee with a seasoned employee to act as a New Hire
Buddy.