...New Employee Orientation “The new employee orientation process begins before the employee comes to work. Planning ahead for your new employee’s arrival will allow you to spend productive time on that first day (University of California, Berkeley, a). According to Berkeley, the following items are of importance: “make a copy of the job description and your department’s organization chart, make sure the employee’s work location is available, clean, and organized; make sure a copy of the appropriate personnel policy manual or contract is available for the employee, have a benefits information package available, put together a list of key people the employee should meet and interview to get a broader understand of their roles, and arrange for a building pass, parking pass, and IDs if necessary” (University of California, Berkeley, b). The first day on a new job incorporates excitement along with fear and stress. Therefore, it is important to make each new employee feel welcomed. The manager or supervisor should be the first to greet the new employee and offer a “warm welcome” to the company (University of California, Berkeley, b). If possible, a welcome sign should be placed at the entrance to the employee area so all staff at that location will know that a new person is starting and be able to welcome them warmly as well. Next, the manager on site, or the Human Resource manager if the hiring is at headquarters, should walk the employee through any necessary forms...
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...Heather Staples Training and Development Employee orientation is the process of introducing employees to their new jobs and work environments. Orientation provides an opportunity for new employees to become acclimated to their new company, department, colleagues and work expectations. (Richards, 2014). The process of new employee orientation is what sets the new employee's relationship with the organization. When new employee orientation is not done correctly, it makes the new employee wonder if they have made the right choice in joining the company. The employee orientation should keep the new employee engaged and interested in the company. The first day of orientation makes them wonder why they chose this company, because many companies make mistakes such as overwhelming the new hire with facts, figures, names and faces packed into one eight hour day; showing boring orientation videos; providing lengthy front-of-the-room lectures; and failing to prepare for the new hire; providing no phone, no e-mail, no computer, and no work. (O'Toole, 2014). Education of a new employee is vital to healthcare, because if the new employee is not informed of the training and requirements of their job, they will not be effective employees. New employee orientation must show an overview of each department’s function, including information about the specific duties of each department of the Health Care facility, spending time with each employee to allow them to examine their specific job...
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...TITLE : A GOOD ORIENTATION IS ESSENTIAL FOR ALL NEW EMPLOYEES, WHETHER THEY HAVE EXPERIENCE OR NOT. 1. INTRODUCTION “A good orientation is essential for all new employees, whether they have experience or not”. I would say that I strongly agree with the statement above because the orientation for new employees is an issue that has be faced by every organization. Orientation training and the socialization of the new employees is an important concept for any organization to follow after an employee is hired. Although other terms, such as induction and indoctrination are also used, orientation is most accurately reflective of the real meaning and process. Orientation is basically training and learning. It is the process of familiarizing new employees with the organization, their job and their work unit. Orientation procedures vary widely from organization to organization. Generally, their purpose is to enable new employees to fit in so that they become productive members of the organization. A newcomer may need several hours, several weeks or several months of work with other employees to become completely familiar with the organization. In recent years, many organizations have realized that the socialization process begin in orientation and can make significant difference to new employees. “Our workforce is easily trainable” , said Datuk Dr S. Subramaniam, Minister of Human Resources Malaysia, on the efforts taken by government and private sector in producing skilled...
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...involves a new employee who is in charge of the hiring process for ABC, Inc. With only six months experience in the company, Carl Robins has been tasked with the hiring of 15 new employees and setting up an orientation for them. He was entrusted by Monica, the Operations Supervisor, to have all of the orientation requirements done, in order to complete the hiring process by June 15th. Unfortunately, on the day of orientation, Carl discovered many of the required paperwork and necessary tasks to start the orientation was not completed. Key Problems The portrayal of professionalism within a business is the first impression a new employee will see when they are going through the orientation process. Is the company asking the right questions to the new employee? Is the company providing the necessary information and tools for an individual to succeed within the company? There are many impressions that can be made on a new employee the minute he or she walk in the front door. In the case of ABC, Inc., the first impression is going to be of unprofessionalism and disorganization, because Carl is disorganized and does not have the company orientation prepared. There is an obvious gap between the initial interview and the new employee being notified of his or her hiring. Items such as the drug tests and applications not being completed will create a hindrance on the orientation process. The incompletion of applications should have halted any of the new hires from attending the orientation, especially...
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...important part of any business is the ability to adequately train new employees in all aspects of the job requirements. A good orientation program will help to ensure new employees are up to speed faster and will better align them into positions in the organization in that the need is greater. With this in mind, I have designed a three day training and orientation plan to completely and effectively train new salesclerks. Training will start at 8:00a.m. and last until 5:00p.m. every day for a period of three days. When new hires arrive, they will be given an outline of the training process that briefly describes items to be covered during training, an employee handbook, and all required paperwork. Each section of the training process will be explained in detail by the supervisor. Below is an outline of a three-day orientation and training session that is to be handed out to each new employee before the orientation and training process begins. MGT 210 Week 5 Assignment Exercise 10-2 – OJT Get Tutorial by Clicking on the link below or Copy Paste Link in Your Browser https://hwguiders.com/downloads/mgt-210-week-5-assignment-exercise-10-2-ojt/ For More Courses and Exams use this form ( http://hwguiders.com/contact-us/ ) Feel Free to Search your Class through Our Product Categories or From Our Search Bar (http://hwguiders.com/ ) An important part of any business is the ability to adequately train new employees in all aspects of the job requirements. A good...
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...7, 2014 Case Study Analysis The recruitment and hiring of new employees take experience, effective communication, and time management skills. Carl, who is new to his recruitment position, hit some roadblocks when he hired his first batch of recruits. This case study analysis will identify the key problems Carl encountered, alternatives to his current situation, and look at possible solutions so he may avoid these problems in the future. BACKGROUND Carl successfully hired fifteen employees for the Operations Supervisor in April. His goal was to have all the new employee files completed, have them oriented in June, and have them working by July. Carl was responsible for making sure the employee files were complete, scheduling the orientation and providing all written material for the new hires. When contacted by Monica, the Operations Supervisor, he assured her that everything would be arranged for the June 15th orientation. Just prior to June 1st, when Carl was going over his new trainee files, he discovered many problems that would affect his plan for his new hires to complete their orientation on June 15th. KEY PROBLEMS Carl’s lack of experience and time management is a key issue; it left him vulnerable to problems. Carl also failed to communicate effectively with his team members and his new employees. Carl encountered three key problems. The first problem found was that the files for the new employees were incomplete. There were incomplete applications...
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...desire for their company. Now that prospected employee is hired, the biggest obstacle is to retain them. “Be prepared with the tools, paperwork, and equipment new employees will need to do their job safely and effectively from day one.” (Swafford, 2014). Background The case being reviewed involves a new employee who is in charge of the hiring process for ABC, Inc. With only six months experience in the company, Carl Robins has been tasked with the hiring of 15 new employees and setting up an orientation for them. He was entrusted by Monica, the Operations Supervisor, to have all of the orientation requirements done, in order to complete the hiring process by June 15th. Unfortunately, on the day of orientation, Carl discovered many of the required paperwork and necessary tasks to start the orientation was not completed. Key Problems The portrayal of professionalism within a business is the first impression a new employee will see when they are going through the orientation process. Is the company asking the right questions to the new employee? Is the company providing the necessary information and tools for an individual to succeed within the company? There are many impressions that can be made on a new employee the minute he or she walk in the front door. In the case of ABC, Inc., the first impression is going to be of unprofessionalism and disorganization, because Carl is disorganized and does not have the company orientation prepared. There is an obvious gap between...
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... 2 Orientation also referred to as onboarding, "is the planned introduction of new employees to their jobs, coworkers, and the organizations and is offered by most employees". In order to achieve affective orientation Human Resource managers, operating managers and supervisors need to collaborative together to create an effective orientation for their new employers. The lack of planning in orientation leads to employees and employers can lead to confusion and the feeling that the orientation has been a wast of time. Orientation that has been planned leads to effective training for the new hire. In this case study it explores three companies that utilize the orientation process within their company. These three companies are Sun Microsystem, El Paso Corporation and Zimmerman Advertising. All three companies have similarities and differences in the approaches to orientation (onboarding). The first similarity between all the three companies is their approach to reach out to new employees and prepare them for their job. The second similarity between the three companies is that each company strives to provide the new employee with a some type of guide on the company and the steps that need to be taken to finish the new hire process. Another similarity is that each company seems to try present the orientation information in an effective manner. Each company has taken the time to determine what the most appropriate ways are to present orientation information. All...
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...Onboarding * Onboarding vs. Orientation * Effective Onboarding * Failures in Onboarding * Recommended Practices * ROI (return on investment) * Benefits * Conclusions * What is Onboarding? 1. Catching the next wave? 2. Posting to a Memo Board? 3. Exemplary New Hire Process? * The New Buzz Word Onboarding has become one of the fastest growing buzz words in the corporate world, and its definition has grown along with its popularity. The term has come to include everything from getting the office keys to onboarding coaching. * Introduction Onboarding is much more than just getting employees "settled in." It´s an innovative, new approach to employee orientation and integration and a direct path to improving retention and time-to-productivity. * Onboarding Onboarding is the process that organizations use to introduce, train, integrate and coach new hires to the culture and methods of the company during their first year. * Onboarding On-boarding is the process of integrating leaders into their new work environment through a phased implementation. * Five Words Sum it up * Align * Make sure your organization agrees on the need for a new team member and the delineation of the role you seek to fill * Acquire * Identify, Recruit, Select and get people to join the TEAM. * Accommodate * Give new TEAM members the tools they need to do the work. * Assimilate * Help the employee join with others so they...
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...identify problems facing Carl Robins, a new employee recruiter for ABC, Inc. Carl has been with the company six months and during that time he has successfully recruited 15 new employees to the company. A successful orientation depends on the recruiter’s ability plan and planned and executed on board execution can lead to stress for the team members, managers, and new hires. A poorly coordinated project effectively Background Carl Robins is a new employee recruiter for ABC, Inc. Carl has been with the company for six months and successfully recruited 15 trainees in early April. He has scheduled his first new hire orientation for June and hopes to have the employees working by July. On May 15 Carl was contacted by Monica Carrols, the Operations Supervisor, about issues regarding the orientation. She wanted to make sure the drug screening, schedule, manuals, physicals and other issues were completed prior to orientation. Carl assured Monica that everything would be done but he procrastinated until the day after Memorial Day to begin working on key parts of the orientation. Carl had almost two weeks left until orientation and key things were not completed. When he found the Orientation Manuals most of them had missing pages in them. Since Carl has procrastinated, all of his efforts to conduct an employee orientation have encountered some unexpected delays. Key Problems Carl's first problem is the training room for new hire orientation has been reserved for the same month...
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...EMPLOYEE ORIENTATION: Developing and Implementing an Effective Orientation Plan by Yolanda Y. Loper A Paper Presented in Partial Fulfillment Of the Requirements of OM5004 People at Work October, 2003 Abstract This paper will discuss the process for developing an effective plan to orient new employees to the Lancaster School District’s Early Childhood Education Division. The author will guide the reader through the steps for developing and implementing an effective orientation process for new employees. The paper will review existing district policies and procedures as they relate to the training of new employees. In particular, the paper will focus on three areas: 1) the steps for developing an orientation, (2) the roles of each department/division/unit in orienting new employees, and (3) the content of the orientation for classified, certificated and administrative staff. Introduction A school district is a complex structure. It is an organization of many policies and procedures, covering everything from employee absences to payroll; however, the one procedure that is lacking in the Lancaster School District is an orientation process for new employees. New employees are expected to “hit the ground running.” As a result, the district loses thousands of dollars each month for overtime spent correcting new employee’s mistakes (Soliz, Chris. Telephone interview. August, 2003). In some cases, a new employee receives a policies and procedures...
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...successfully prepare the new employees for orientations, it is assessment that he does not appear fully trained or experienced enough to execute logistical and procedural requirements necessary to fully assimilate new hires into the company. While it could be argued that Carl is just a lethargic person and does not care about his responsibilities to the company. It is very clear that there is a lack of proper follow-up resulted in problems with mandatory pre-screening of new employees before the mandatory orientation, along with several logistical issues with scheduling of assets and availability of training material. Background Carl Robins is a new campus recruiter with less than six months of experience, was tasked to recruit new employees for ABC Incorporated on local campus. He is responsible for every aspect of bring new personnel on-board, to included: training schedules, orientation, manuals, policy booklets, physicals, drug tests, and a host of other issues. Key Problems Carl does not appear to be fully trained or experienced enough to completely execute the orientation of new employees with ABC Incorporated. It appears incomplete training led to Carl not for completely processing new employees, applications, drug test and preparing materials for the mandatory company orientation. Second, it is not apparent if Carl was supervised or not during the process of hiring new employees, allowing employees...
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...EMPLOYEE ORIENTATION: Developing and Implementing an Effective Orientation Plan by Yolanda Y. Loper A Paper Presented in Partial Fulfillment Of the Requirements of OM5004 People at Work October, 2003 43725 7th Street East Lancaster, CA 93535 (661) 951-3737 Queenbyoli2@cs.com Dr. Hammond Abstract This paper will discuss the process for developing an effective plan to orient new employees to the Lancaster School District’s Early Childhood Education Division. The author will guide the reader through the steps for developing and implementing an effective orientation process for new employees. The paper will review existing district policies and procedures as they relate to the training of new employees. In particular, the paper will focus on three areas: 1) the steps for developing an orientation, (2) the roles of each department/division/unit in orienting new employees, and (3) the content of the orientation for classified, certificated and administrative staff. Table of Contents Table of Contents ii List of Tables ?? List of Figures ?? Introduction ?? Etc. List of Tables Table 1: {Title} ?? List of Figures Figure 1: {Title} ?? Introduction A school district is a complex structure. It is an organization of many policies and procedures, covering everything from employee absences to payroll; however, the one procedure that is lacking in the Lancaster School District is an orientation...
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... Milla Brewer July 27th 2013 An important part of any business is the ability to adequately train new employees in all aspects of the job requirements. A good orientation program will help to ensure new employees are up to speed faster and will better align them into positions in the organization in that the need is greater. With this in mind, I have designed a two day training and orientation plan to completely and effectively train new salesclerks. Training will start at 8:00a.m. and last until 5:00p.m. every day for a period of two days. When new hires arrive, they will be given an outline of the training process that briefly describes items to be covered during training, an employee handbook, and all required paperwork. Each section of the training process will be explained in detail by the supervisor. Below is an outline of a two-day orientation and training session that is to be handed out to each new employee before the orientation and training process begins. New Hire - Orientation Process Orientation - Day One New Employee Orientation 1. Welcome new employees. 2. Introduce new employees to each other. 3. Explain all duties and responsibilities. 4. Explain the nature of the job. 5. Explain conduct and performance policies. 6. ...
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...Best Practices Manual for Supervisors University of Phoenix September 24, 2011 MGT/210 Supervisors are a great asset to a company’s success. Supervisors need to be effective and efficient in their job as well as managing the employees beneath them. Supervisors have some of the greatest responsibilities in assuring that their teams are performing their task and achieving their goals to make the company successful. To have a successful team, Supervisors will need to demonstrate some best practices in certain areas to manage the team, these areas are: 1. Demonstrating Communication Skills 2. Determining Effective Orientation and Training Methods 3. Improving Productivity for Teams 4. Conducting Performance Appraisals 5. Resolving Conflict 6. Improving Employee Relations This Best Practice Manual for Supervisor will take each of these six areas and will demonstrate two best practices for each area. If a supervisor will learn from these best practices then they will become an effective supervisor for their teams and their teams will become effective and efficient. Demonstrating Communication Skills Demonstrating communication skills is a must for every supervisor. If a supervisor has poor communication skills they will not be able to communicate effectively to their teams. The two best practices for demonstrating communication skills are learning to listen, and keep written and verbal communications clear. The first best practice to communicate effectively...
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