PURPOSES OF ORIENTATION

1. PURPOSES OF ORIENTATION 1. TO CREATE A POSITIVE ATTITUDE AND A FAVORABLE IMPRESSION ABOUT THE ORGANIZATION 2. TO EDUCATE NEW WORKERS ABOUT THEIR ORGANIZATION, THEIR JOB TASKS AND THEIR PERFORMANCE EXPECTATIONS TO EASE ENTRY INTO THE ORGANIZATION BY REDUCING STRESS AND ANXIETY

2. GENERAL ORIENTATION CORPORATE CULTURE & PHILOSOPHY The Corporate Vision and Mission The Products/Services Provided; The Publics We Serve The �Way We Do Things Around Here� Teamwork & Commitment to the Organization COMPANY POLICIES AND RULES The Company Handbook The Appraisal Process Disciplinary Actions & Grievance Procedures COMPENSATION AND BENEFITS Vacations & Holidays Insurance Plan & Fringe Benefits EMPLOYEE DEVELOPMENT Training & Development Expectations Career and Promotional Opportunities

3. SPECIFIC JOB ORIENTATION TOUR THE DEPARTMENT/WORK AREA INTRODUCE TO COWORKERS AND KEY COLLEAGUES SETTLE IN TO ASSIGNED WORK SITE/OFFICE/LOCATION REVIEW THE JOB REQUIREMENTS (Job Description) REVIEW PERFORMANCE STANDARDS (Appraisal Criteria) GIVE INITIAL INSTRUCTIONS RE: WORK PROCEDURES AND SPECIFIC JOB RULES IDENTIFY WHO TO CONTACT WHEN UNCERTAIN WHAT TO DO

4. SOCIALIZATION AT TEXAS INSTRUMENTSGOMERSALL & MYERS USE OF SENSITIZATION & TRAINING TO REDUCE ANXIETY EMPHASIZED �YOU WILL BE SUCCESSFUL� POSITIVE SENSITIZATION DISREGARD THE HAZING AND �HALL TALK� INITIATION RITUALS AND PRANKS TAKE THE INITIATIVE � ASK QUESTIONS!! GET TO KNOW YOUR SUPERVISOR HERE�S YOUR NEW SUPERVISOR IN HER GARDEN� SUPERVISORS WERE TRAINED BY SUBORDINATES THE WHOLE TEAM WAS RESPONSIBLE FOR TRAINING

5. KEYS TO SUCCESSFUL SOCIALIZATION REALISTIC EXPECTATIONS Accurate Job Information No �Surprises� CHALLENGING WORK ASSIGNMENTS Match Employee Skills with Tasks Develop Intrinsic Motivation Early SUPPORTIVE SUPERVISION Demanding of Employees Gives Feedback and Assistance Secure, Can Tolerate Mistakes SUPPORTIVE WORK GROUP Has Positive Attitudes Toward Work and the Organization Willing to Accept the New Employee Into Their Midst Provides On-The-Job Guidance and Support

6. PHILOSOPHIES OF DEVELOPMENT THE WORKER IS RESPONSIBLE FOR DEVELOPING HIMSELF GET YOUR OWN SKILLS BEFOREHAND, WE�RE NOT PAYING! LET THE WORKER LEARN ON-THE-JOB THE LEARNING IS NOT STRUCTURED OR SEQUENCED YOU LEARN THROUGH OBSERVATION, TRIAL & ERROR ROTATE WORKERS THROUGH A SEQUENCE OF POSITIONS JOB ROTATION & JOB TRANSFERS COURSEWORK AND FORMAL INSTRUCTION CLASSROOM EXPERIENCES COMPANY-PROVIDES TIME OFF or REIMBURSEMENT GROWING THE �RISING-STARS� ASSESSMENT CENTERS, INTENSIVE EDUCATIONAL PROGRAMS

7. TRAINING & DEVELOPMENT TRAINING = Knowledge and skills needed for the present job. DEVELOPMENT = Building knowledge and skills for the future. DETERMINE YOUR TRAINING & DEVELOPMENT NEEDS CONDUCT A NEEDS ASSESSMENT ORGANIZATIONAL, TASK, and INDIVIDUAL LEVELS ESTABLISH T&D OBJECTIVES WHAT IS THE PURPOSE OF TRAINING? �WHY DO THIS? WHAT LEARNING OBJECTIVES DO WE HAVE? WHAT RESULTS DO WE WANT TO ACHIEVE? �BY WHEN? SELECT T&D METHODS ON-THE-JOB OFF-THE-JOB COMBINATION

8. TRAINING TECHNIQUES ON-THE-JOB TRIAL-AND-ERROR COACHING APPRENTICESHIPS JOB ROTATION OFF-THE-JOB VESTIBULE TRAINING SIMULATION COMPUTER-BASED TRAINING /CDS CLASSROOM PROGRAMS DEMONSTRATIONS & VIDEOTAPES (DVDs) CONFERENCE DISCUSSIONS DISTANCE LEARNING

9. DEVELOPMENT TECHNIQUES ON-THE-JOB MENTORING & COACHING INTERNSHPS JOB ROTATION & TRANSFERS UNDERSTUDY ASSIGNMENTS PROJECT & COMMITTEE ASSIGNMENTS OFF-THE-JOB CLASSROOM PROGRAMS CONFERENCES & WORKSHOPS DEMONSTRATIONS & VIDEOTAPES CASE STUDIES AND DISCUSSIONS MANAGEMENT GAMES ROLE PLAYS IN-BASKET SIMULATIONS DISTANCE LEARNING IN-HOUSE UNIVERSITIES ASSESSMENT CENTERS

10. EVALUATINGTRAINING & DEVELOPMENT ATTITUDES & OPINIONS HOW DO THE PARTICIPANTS �FEEL� ABOUT IT? DID THEY THINK IT WAS WORTHWHILE? KNOWLEDGE GAINED WHAT DID THEY REALLY LEARN? DO WE HAVE PROOF? BEHAVIORAL CHANGE ARE PEOPLE BEHAVING & ACTING DIFFERENTLY NOW? RESULTS ACHIEVED WERE OUR OBJECTIVES MET? �HAVE COSTS DECLINED? HAVE PERFORMANCE GAPS NARROWED?