Session 20

INDUCTION & PLACEMENT

Orientation/Induction/Socializa tion
Orientation is designed to start the employee in a direction that is compatible with the firms:
Mission Goals Culture

Orientation is also used to:

Explain what the organization stands for Explain the type of work that will be performed Introduce employees to managers and work groups

After getting placement in an Organization , the new employee is oriented and inducted in to the prevailing system and his /her Socialization with the existing employees begins.

 A good orientation program can:

Make the first few days a positive experience Get the employee on the right track

Start him/her off with a positive attitude

Any orientation is designed to make the person:

More comfortable More knowledgeable Ready to work within the firms culture, structures,

and employee mix

SOCIALIZATION
The orientation process is similar to socialization
The established group communicates systematic sets

of expectations for how newcomers should behave

People undergoing socialization respond both cognitively and emotionally

They receive and try to understand the cultural

messages being sent If the messages are not understood or accepted, they must invent their own behaviors

Goals of Orientation
Clear messages that are understood and accepted can achieve a number of orientation goals, including:
Reducing anxiety
Reducing turnover Saving time

Developing realistic expectations

Who Orients New Employees?

In smaller organizations, operating managers usually do the orienting
In unionized organizations, union officials are

involved HRM helps train the operating manager for more effective orientation

How Orientation Works

Orientation programs vary from informal to formal:
Informal orientations are often oral

Formal orientations often include:

A tour of the facilities or slides, charts, and pictures of them A systematic and guided procedure

 Guidelines for an orientation program:

Begin with the most relevant and immediate kinds of

information, then move to more general policies Devote significant time to the human side Assign an experienced worker or supervisor to sponsor the new employee Gradually introduce new workers to the people with whom they will work Allow new employees sufficient time to get their feet on the ground before increasing their job demands

Orientation Follow-Up
The final phase of orientation is assigning the new employee to the job
The supervisor takes over and continues the

orientation

Ensure adequate orientation with a feedback system

A job information form could transmit feedback from

the trainee back to the company A follow-up meeting with the orientation group allows evaluation of the employees adjustment and the success of the orientation program