Orientation is the planned introduction of new employees to their jobs, coworkers, and the organization. After orientation, employees can work comfortably.
Learn About Employee Orientation [Comprehensive Guide]
Employee orientation gives ideas, philosophy, and information about the organization to the newly appointed employees to adjust themselves to the organization. Orientation helps with new employee assimilation and is a part of the organization’s continuous socialization process.
Objectives of orientation are to;
- gain employee commitment,
- reduce his or her anxiety,
- helps to understand the organization’s expectations, and
- 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 welcoming a new employee into the organization. New employees are spearheaded by a meeting with the human resources department, which generally contains information about safety, 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.
Training on the job frequently includes spending time doing the jobs in each department to understand the product or service flow.
Employee Orientation Meaning
Gary Dessler states, “Employee orientation is a procedure for providing new employees with basic background information about the firm.”.
Biswanath Ghosh states, “Employee orientation is the process by which new employees are introduced to the organization’s practices, policies, and purposes.”
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 work hours, payment procedures, quintiles, fringe benefits, etc.”
The introduction of an employee to the job is also known as induction. Induction follows placement and consists of the task of orienting or introducing the new employee to the company. It is a welcoming process.
So these are what we can identify as employee orientation;
- Orientation may be done by the supervisor, the HRM staff, or some combination.
- It may be formal or informal, depending on the organization’s size.
- 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.
6 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 solid social orientation might attract careers that entail interpersonal rather than intellectual or physical activities and occupations such as social work.
Holland found six basic types of orientations based on research with his Vocational Preference Test (VPT).
- Realistic Orientation
- Investigative Orientation
- Social Orientation
- Conventional Orientation
- Enterprising Orientation
- 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).
Investigative orientation examples are biologists, chemists, and college professors.
Social Orientation
These people are attracted to careers that involve interpersonal rather than intellectual or physical activities.
Social orientation examples are clinical psychology, foreign service, and social work.
Conventional Orientation
A conventional orientation favors careers that involve structured, rule-regulated activities and careers. It is expected that the employee subordinates his or her personal needs to those of the organization.
Conventional orientation 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).
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.
6 Topics Covered in the Employee Orientation program.
The following topics are covered in the orientation or socialization process.
- Introduction
- Job Duties
- Organizational Issues
- Employee Benefits
Introduction
Regarding the organization, supervisor, trainers, and coworkers and to
Job Duties
It provides job-related information like job location, tasks, safety requirements, an overview of the job, job objectives, relationship to other jobs, etc.
Organizational Issues
Organizational issues included in the employee Orientation;
- the history of the employer,
- organization or employer,
- name & titles of a key executive,
- employee’s titles and departments,
- the layout of physical facilities, probationary period,
- an overview of the production process,
- company policies and rules,
- disciplinary regulations,
- employee handbook,
- safety procedures, and more.
Employee Benefits
This part provides information about the benefits offered by the organization;
- pay scales & paydays,
- vacations,
- rest breaks,
- training & education,
- benefits,
- counseling,
- housing facilities,
- insurance benefits,
- retirement programs,
- employer-provided services for employees, and
- rehabilitation programs.
Employee Orientation FAQs
What is 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 its employees.
- Allay some new employees’ anxieties and help them to feel good about their job choice.
Purposes of Employee Direction/Onboarding
Employee orientation still provides new employees the information they need to function; ideally, it should help new employees become emotionally attached to the firm.
An orientation process properly designed should serve the following purpose:
- Make the new employee feel welcome, at home, and part of the team.
- Ensure the new employee has the basic information to function effectively, such as e-mail access, personnel policies and benefits, and what the employer expects regarding work behavior.
- Help the new employee understand the organization broadly (its past, present, culture, strategies, and vision of the future).
- Start the person in the process of becoming socialized into the firm’s culture, values, and ways of doing things.
- Help the newcomer overcome his natural shyness, and any nervousness he may experience in meeting new people in the new environment.
- Integrate the new employee into the organization and develop a sense of belongingness, a strong motivational force.
- Supply information about the workforce’s nature, service conditions, and welfare facilities.
- Minimize the reality shock of new employees.
- Initiate the socialization process of the employee into the organization.
Provide an opportunity to interact with other fellow employees