Employee Orientation: Meaning, Types of Employee Orientation

Employee OrientationOrientation is the planned introduction of new employees to their jobs, coworkers, and the organization.

After orientation employees can work comfortably.

Orientation is the process of giving ideas, philosophy, and information about the organization to the newly appointed employees so that they can adjust themselves with the organization.

Introductory stage in the process of new employee assimilation, and a part of his or her continuous socialization process in the organization.

Major objectives of orientation are to;

  1. gain employee commitment,
  2. reduce his or her anxiety,
  3. help him or her understand the organization’s expectations, and
  4. convey what he or she can expect from the job and the organization.

It is commonly followed by training tailored to specific job positions.

New Employee Orientation is the process of welcoming a new employee into the organization. New employees are spearheaded by a meeting with the Human Resources the department, generally contains information about safety, the job description, benefits and eligibility, company culture, company history, the organization chart, etc.

New employee orientation often includes an introduction to each department in the company and training on-the-job frequently includes spending time doing the jobs in each department to understand the flow of the product or service.

Employee Orientation Meaning

According to Gary Dessler, “Employee orientation is a procedure for providing new employees with basic background information about the firm.”.

According to Biswanath Ghosh, “Employee orientation is the process by which new employees are introduced to the practices, policies, and purposes of the organization”.

Decenzo and S. P. Robbins said, “An orientation program should familiarize the new member with the organization’s objectives, history, philosophy, procedures, and rules, communicate relevant personnel policies such as hours of work, payment procedures and quintiles, fringe benefits, etc.”

The introduction of employee to the job is also known as induction. It is basically a welcoming process. Induction follows placement and consists of the task of orienting or introducing the new employee to the company.

So,

  • Orientation may be done by the supervisor, the HRM staff or some combination.
  • It may be formal or informal, depending on the size of the organization.
  • It Covers such things as:
    • The organization’s objectives.
    • History.
    • Philosophy.
    • Procedures.
    • Rules.
    • HRM policies and benefits.
    • Fellow employees.
  • Learning the Organization’s Culture
    • Culture includes long-standing, often unwritten rules about what is appropriate behavior.
    • Socialized employees know how things are done, what matters, and which behaviors and perspectives are acceptable.

Types of Employee Orientation

Career-counseling expert John Holland says that personality (including values, motives, and needs) is one career choice determinant. For example, a person with a strong social orientation might be attracted to careers that entail interpersonal rather than intellectual or physical activities and to occupations such as social work.

Based on research with his Vocational Preference Test (VPT), Holland found six basic types of orientations.

  1. Realistic Orientation.
  2. Investigative Orientation.
  3. Social Orientation.
  4. Conventional Orientation.
  5. Enterprising Orientation.
  6. Artistic Orientation.

Realistic Orientation

These people are attracted to occupations that involve physical activities requiring skill, strength, and cooperation. Examples include forestry, farming, and agriculture.

Investigative Orientation

Investigative people are attracted to careers that involve cognitive activities (thinking, organizing, and understanding) rather than affecting activities (feeling, acting or interpersonal and emotional tasks). Examples include biologist, chemist and college professor.

Social Orientation

These people are attracted to careers that involve interpersonal rather than intellectual or physical activities. Examples include clinical psychology, foreign Service and social work.

Conventional Orientation

A conventional orientation favors careers that involve structured, rule-regulated activities as well as careers in which it is expected that the employee subordinates his or her personal needs to those of the organization. Examples include accountants and bankers.

Enterprising Orientation

Verbal activities aimed at influencing others characterize enterprising personalities. Examples include managers, lawyers, and public relations executives.

Artistic Orientation

People here are attracted to careers that involve self-expression, artistic creation, expression of emotions and individualistic activities. Examples include artists, advertising executives, and musicians.

Most people have more than one occupational orientation (they might be realistic, social and investigative) and Holland believes that the more similar or compatible these orientations are, the less internal conflict or indecision a person will face in making a career choice.

Topics Covered in the Employee Orientation program

Following topics are covered in the orientation or socialization process.

  1. Introduction: Regarding the organization, supervisor, trainers, and co-workers and to
  2. Job Duties: It provides job-related information like job location, job tasks, job safety requirements, an overview of the job, job objectives, relationship to other jobs, etc.
  3. Organizational Issues: This provides the information about the overall organization it may include; history of employer, organization of employer, name & titles of key executive, employee’s titles and departments, layout of physical facilities, probationary period, overview of production process, company policies and rules, disciplinary regulations, employee handbook, safety procedures etc
  4. Employee Benefits: This part provides the information about the benefits that are offered by the organization like; Pay scales & paydays, vacations, rest break, training & education, benefits, counseling, housing facilities, insurance benefits, retirement program, employer-provided services for employees, rehabilitation program.

The CEO’s Role in Employee Orientation

  • Senior management is often visible during the new employee orientation process.
  • CEOs can:
  • Welcome to employees.
  • Provide a vision for the company.
  • Introduce company culture — what matters.
  • Convey that the company cares about employees.
  • Allay some new employee anxieties and help them to feel good about their job choice.

Purposes of Employee Direction/Onboarding

Employee orientation still provides new employees with the information they need to function; ideally, though, it should also help new employees start getting emotionally attached to the firm.

An orientation process properly designed, should serve the following purpose:

  1. Make the new employee feel welcome and at home and part of the team.
  2. Make sure the new employee has the basic information to function effectively, such as e-mail access, personnel policies and benefits and what the employer expects in terms of work behavior.
  3. Help the new employee understand the organization in a broad sense (it’s past, present, culture and strategies and vision of the future).
  4. Start the person on the process of becoming socialized into the firm’s culture, values and ways of doing things.
  5. Help the newcomer to overcome his natural shyness, any nervousness he may experience in meeting new people in the new environment.
  6. Integrate the new employee into the organization and develop a sense of belongingness which is a strong motivational force.
  7. Supply information about the nature of work-force, conditions of service and welfare facilities.
  8. Minimize the reality shock of new employees.
  9. Initiate the socialization process of the employee into the organization.

Provide an opportunity to interact with other fellow employees

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