ORIENTATION

Week 6
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ORIENTATION

According to John MsGillicuddy

“One of the first and more lasting impressions new employees
have of their employers is how they are greeted and treated on
their first day at work.”

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Orientation Programme
STEP 1: The Orientation
Deals with the basic information; an employee will need  to
understand the broader system he or she works in.

STEP 2: The Induction

(a.k.a. Job-Specific Orientation)

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Purpose of Orientation
 To Reduce Start-up Costs
 To Reduce Anxiety
 To Reduce Employee Turnover
 To Save Time For Supervisor & Co-Workers
 To Develop Realistic Job Expectations, Positive Attitudes &
Job Satisfaction

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Sample Orientation Timeline
 A broad timeline - orientation cycle up to 12 months
 Preparation & planning - key to a successful orientation

2 Weeks Prior to First Day

 Communicate with relevant departments on new employee’s

workstation, materials, equipment, staff access & ID card to

function adequately

SRN Tuesday 19 April 2022

6 Sample Orientation Timeline
(continued)

Prior to First Day

 Communicate with new employee & provide contact

information
 Discuss what to expect during initial period of employment &

any probation requirements

 Identify manuals, policies, procedures & any other important

materials for the first day

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7 Sample Orientation Timeline
(continued)

First Day
 Introduce to colleagues & provide an introduction to the

department, the person’s job, & critical policies, procedures &

general norms
 Discuss vision, mission & organisational structures

 Familiarise new employee with role & function of HRM

 Assign an employee mentor

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SRN Tuesday 19 April 2022

9 Sample Orientation Timeline
(continued)

Within First Week

 Orient the new employee to the work environment

 Establish & develop effective working relationships

 Review job expectations & begin to provide feedback

 Review OSH policies & procedures

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10 Sample Orientation Timeline
(continued)

Within 2 Weeks
 Acquaint new employee with department policies, procedures,

& job expectations

 Employee to review Employee Orientation Handbook

 Complete Orientation Checklist with employee

 Set initial goals & objectives

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11 Sample Orientation Timeline
(continued)

Within 3 Months
 Assist to develop individual learning & development plan

 Check progress & provide feedback

Within 6 Months
 Review overall performance (for confirmation purposes)

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12 Sample Orientation Timeline
(continued)

Within 9 Months
 Check progress & provide feedback

Within 12 Months
 Check progress & recognise

1 full year of service

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Implement / Revamp Programme
Key questions to consider
 What do we want to achieve during new employee

orientation? What first impression do we want to make?

 What special things (desk, work area, equipment, special

instructions) can be provided to make new employees feel

comfortable, welcome & secure?

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Implement / Revamp Programme
Key questions to consider (continued)
 What key policies & procedures must new employees be

aware of on the first day to avoid mistakes in the future?

Concentrate on vital issues.
 What positive experience can be provided for the new

employee that make him/her feel valued by the organisation?

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Effective Orientation Programme
 Specific roles & responsibility shared among HR personnel,
employee’s director/manager, new employee & various
departments
 Begin the process before new employee starts work
 Assign a mentor to show new employee around, make
introductions & start training
 Start with basics – new employees become productive sooner
if firmly grounded
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16 Effective Orientation Programme
(continued)

 Provide samples (e.g. forms) with orientation packet

 Plan to take new employee to lunch
 Provide a list of FAQs

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Conclusion
 Evaluate the success of New Employee Orientation
Programme – feedback from new employees & departments
involved in the process

SRN Tuesday 19 April 2022