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Successful Orientation Programs

Overview. Labels and definitionsWhat not to doElements of SuccessSocializationThe buddy systemStructured OrientationOnboarding. Labels. OrientationOnboardingIntegration. Definition. A planned welcome to theorganization that usually isshared by the human resources(or training) department and thenew employee's supervisor.

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Successful Orientation Programs

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    1. Successful Orientation Programs Presented by: Rhonda Hacker March 7, 2007

    2. Overview Labels and definitions What not to do Elements of Success Socialization The buddy system Structured Orientation Onboarding

    4. Labels Orientation Onboarding Integration

    5. Definition A planned welcome to the organization that usually is shared by the human resources (or training) department and the new employee’s supervisor

    6. Purpose Reduce start up costs Reduce anxiety Reduce employee turnover Save time for the supervisor Develop realistic job expectations, positive attitudes and job satisfaction

    7. Top Ten Turn Offs Individual work station not set-up (leave in a hall or share a space) Schedule start date while supervisor is on vacation Leave new employee standing in the reception area for extended period of time Leave new employee at work station, to manage on his/her own, while other workers pair up to go to lunch Place new employee in a noisy/busy area to read and sign-off on a 100-page Employee Handbook or other paperwork Show new employee work station without bothering to introduce to other workers, assign mentor, or tour the facility Assign the new employee to an employee who has a career-impacting deadline Assign the new employee to the most negative, unhappy, organization-bashing staff member Assign the new employee “busy work” that has nothing to do with the core job responsibilities because the supervisor is having a busy day Start the new employee with a one or two-day orientation during which Human Resources makes presentation after presentation after presentation…

    9. Elements for Success On-going process Begins with the hiring decision and continues well into the first full year New Employee Orientation is an umbrella program for other programs that include performance reviews and training Information is given closest to time when it is needed Benefits of program are clear and visible to both the organization and the new employee

    10. Elements for Success, cont. Share the “corporate culture” The first day is truly welcoming and helps the employee feel useful and productive Clearly defined & executed roles Human Resources Introduction to the organization, the mission, functions and culture Organizational history & policies Benefits Supervisor Safety rules Reporting requirements Job tasks

    11. Elements for Success, cont. Objectives are measurable and focus on specific knowledge, skill acquisition and influencing attitudes Adult learning concepts are utilized to guide orientation Include guest speakers Audiovisual components provide emphasis to the program and a positive attitude Evaluations by participants, supervisors and human resources metrics Provide information to the new employee’s family

    12. Ideas to Make Employees Feel Welcome Take employee to lunch Reserved parking space near front entrance “Go to” list for answers to commonly asked questions Conduct “Entrance” interviews “Right of Passage”- parties/celebration, memory book, etc. Executive presentation Assign mentors Utilize a buddy program Assigned work station – ready for employee

    13. Socialization Defined: a process in which an individual acquires the attitudes, behaviors and knowledge needed to successfully participate as an organizational member Anticipatory socialization Encounter Settling in

    14. Socialization Content History Organizational goals and values Language Politics People Performance proficiency

    15. What does the buddy do? Show new employee around and introduce them to others Show them where to get equipment and supplies Go to lunch together the first few days Provide an opportunity for new employees to ask questions without feeling intimidated Ensure open lines of communication with new employees while respecting confidentiality Offer encouragement

    16. Orientation Structure Initial “integration” Basic orientation from Human Resources Structured orientation/training process within department Orientation interview follow-up 30 to 90 days after hire

    17. Structured Orientation within Department

    18. Structured Orientation within Department, cont.

    19. Structured Orientation within Department, cont.

    20. Onboarding: promotion from within Structured orientation to new job Cultures are not monolithic Employees who have a satisfactory career path are less likely to leave Creates an employer brand that is “favorable”

    21. Conclusion Orientation must be planned, structured, and all-inclusive to be effective Effective orientation programs establish an ROI that includes reduced turn-over rates and increased employee satisfaction Requires investing time Investing time at the new hire stage offers the reward of having productive, dedicated employees Investing time at termination/hiring stage only costs time and lost productivity

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