A well-thought-out orientation process takes energy, time and commitment. However, it usually pays off for the individual employee, the department, and the organization.
One such example is Mecklenburg County's North Carolina success in revamping its employee orientation program. The employer wanted to live up to its credo of employees being the organization's greatest resource. In , as part of a larger initiative to redesign services to meet customer needs, the Mecklenburg County Human Resources Department staff made a smart decision.
They viewed new employees as part of their customer base and asked their customers what they wanted. Employees were asked what they wanted and needed from orientation. They were also asked what they liked and didn't like about orientation.
New employees were asked what they wanted to know about the organization. Additionally, the organization's senior managers were asked what they believed was important for employees to learn when joining the county payroll.
Using feedback collected from employees, Mecklenburg's HR training staff first realized that meeting employees' needs required more than a half day training session. Trusting employee feedback, the trainers crafted a one-day orientation that gave employees what they said they wanted and what senior management believed employees needed to know.
Essentially, the orientation mix now includes the less exciting topics such as W-2s and various policies and procedures , but it also includes details that let the employee know something about the organization.
Need more on how to plan an employee orientation that's beneficial and fun? Human Resource professionals and line managers first need to consider key new employee orientation planning questions before implementing or revamping a current program.
These are the key questions to ask. Since first impressions are crucial, here are some tips for putting your best foot forward. Have some fun. Concentrate only on the very important topics of the handbook. Play some games—this can help people learn.
Games include:. Photo Match: after the tour. Each employee is provided photos of other employees and a list of names. The object is to match the name with the face. Signature Hunt: While employees are touring the facility, provide them with a piece of paper with the names of several associates they will be meeting. They are then asked to obtain the signatures of the people they meet. The employee who obtains the most signatures from a variety of new coworkers gets a prize.
The first impression is the lasting impression. To ensure your timely arrival, plan accordingly. Note any available secondary routes in case of a road blockage. A good rule to follow for the first couple of weeks on the job is to match the style of what the other employees are wearing, but go more formal.
This will set the tone for your time at this job. Make sure you bring a pen and a small notepad to take notes. If they provided you with an employee handbook before the orientation, make sure you thoroughly read everything and have your questions ready.
The purpose of the orientation is to give you all the information you need to succeed from day one. Keep this in mind if you become nervous about asking questions.
A supervisor or human resources professional should check in with new employees at predetermined points to make sure they are comfortable and succeeding at their job.
These points are typically two weeks in, a month, two months. Each company can choose the intervals that work best for the circumstances. These check-ins should touch on the following questions:. Do they understand the company and its role within the organization?
Has communication with their managers been productive? What ideas do they have regarding employee development in the future? Was the job-specific training they received helpful? A practical tip would be to organize a welcome lunch for your new hires to help create a sense of belonging. We suggest not bogging your new hires with facts, figures, and flowcharts.
Instead focus on the practical aspects that will help them assume their role such as setting up their work email, phone, and laptop. Remember to keep instructions brief and clear as well as to address any concerns they may have.
Similarly, introduce them to the people that they will be interacting with regularly to facilitate collaboration effectively. At TalenX, we believe in the science of hiring. Our TalenX Personality Inventory combines over one hundred years of research into business psychology and personality research to help your organization reach its fullest potential.
Predict the future behaviour of your new hires and develop their potential and growth with us. While the 4 tips above act as a rule-of-thumb for conducting an effective employee orientation, below are some practical information that must be included in your employee orientation as well:.
Explain the necessary safety rules that are relevant to your company. Eg: Emergency exits, gathering points in case of a fire, etc. Eg: Zero tolerance for workplace violence, privacy policies when filling up personal information, etc. Notify your new hire of the compulsory trainings that they must undergo and the relevant details Eg: training conductor, venue, any supplies to bring along.
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