Employee Orientation

Presented By
Abdul Rafay bin Zia Siddique
Amir Ayub Khan
Ayesha Hasan
Muhammad Talha Sheikh
Syeda Amber Sheikh
Saira Farooq
 Overview
Orientation – Definition and meaning
Purpose of orientation
Orientation program
Requisites of an effective program
Problems of orientation
Orientation check list
Evaluation of Orientation
Employee placement
What is Orientation?
 Orientation
Definition: Orientation is a systematic and
planned introduction of employees to their jobs,
their co-workers and the organization.

It is also called as Induction.

Orientation is designed to provide a new

employee with the information he/she needs to
function comfortably and effectively in the
organization.

Should be a process, not an event.

 Purpose of Orientation
 To reduce start up costs (associated with job
learning)

 To reduce anxiety

 To reduce employee turnover

 To save time for supervisor & colleagues

 To Develop Realistic Job Expectations and Job

Satisfaction 
 Purpose of Orientation
The idea is to make the new employees feel ‘at
home’ in the new environment

Expedite proficiency

Assist in newcomer assimilation

Enhance adjustment to work group and norms

Encourage positive attitude

 Orientation Programme
An organization need to make four strategic choices
before designing its orientation program.

1. Formally/Informally

2. Individual/Collective

3. Serial/Disjunctive

4. Investiture/Divestiture
 Orientation Programme
Formal Orientation program
“An orientation program sponsored and developed by an
organization.”
“A management provides the structured program”

Informal Orientation program

“New recruits are directly put on to the job are expected to
acclimatize themselves with the work environment & the
organization”.

“An orientation that an employee receives from other employees.”

 Individual/Collective Orientation
program

 The individual approach aims to develop far less

homogeneous views in individuals about their
respective jobs & is also likely to preserve individual
differences & perspectives.

 Collective orientation aims to socialize individuals

with themselves & with the organization as a whole.
 Serial/disjunctive orientation
program

A serial orientation is the one where an experienced

employee inducts a new hire.

When new hires do not have any predecessors

available to guide them or to model their behavior in
the organization, it is know as disjunctive
orientation.
 INVESTITURE/DIVESTITURE ORIENTAITON
PROGRAM

 Investiture orientation seeks to ratify (approve)

the usefulness of the characteristics that the
person brings to the new job.

 Divestiture orientation, Seeks to make minor

modifications to seek a better fir between a new
member & the organization.
 Requisites of orientation
Typically orientation conveys three types of info:

(i)General information about the daily work routine;

(ii)A review of organization’s history, founding fathers,

objectives, operations and product or services, as
well as how the employee’s job contributes to the
organization's needs; and

(iii)A detailed presentation,perhaps,in a brochure, of

the organization policies, work rules and employee
benefits.
 Requisites of an effective
programme
Educate the attendees about the history of the
company, the financial performance of the company
and the marketing initiatives of the company.

Brief history and operations of the company.

Products and services of the company.

The company’s organization structure.

 Requisites of an effective
programme
Location of department and employee facilities.

Rules, regulations and daily work routines.

Grievance procedures.

Safety measures.

Standing orders and disciplinary procedures.

 Requisites of an effective
programme
Terms and conditions of service including wages,
working hours, overtime, holidays etc.

Suggestion schemes.

Benefits and services for employees.

Opportunities for training, promotions, transfers

etc.
 Problems of Orientation

Too much paperwork

Information overload

Information irrelevance

Scare tactics
 Problems of Orientation
Too much “selling” of the organization

Too much one-way communication

One-shot mentality

No evaluation of program

Lack of follow-up
 Problems of Orientation
The program was not planned

The employee was unaware of the job requirements

The employee does not feel welcome

 Orientation Checklist
Preparation for First Day

First –Day

Second – Day

First week

Within the first month

90-days and ongoing

 Evaluation of Orientation
Employee has to fill in a questionnaire evaluating the
programme

Group discussion sessions with new employees who

have settled into their jobs

Verbal feedback from the employees

Role Play
Situation 1
Situation 2
 Group Discussion
 Differences in the two orientations

 How will the employee be after a month of work?

 Should orientation be spread out to avoid

information overload?

 Buddy +ve and -ve

 Role Play Differences
Good Orientation Bad Orientation

1. HR welcomes new employee Has to search for HR department

2. Orientation kit ready Takes and hour to get in place

3. Colleagues know Colleagues don’t know

4. Colleagues are not prejudiced Colleagues are prejudiced

5. Lunch with Senior manager No introduction

6. Orientation over a week One day orientation

7. Formal and informal No interaction