Free Essay

New Employee Orientation

In: Business and Management

Submitted By babygirl0909
Words 2863
Pages 12
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 that need to be signed and provide a review of the offer and acceptance letter. The Employee Handbook should be reviewed and the new employee should sign-off within the first week of employment. An overview of benefits and materials should be provided for the employee to review later. The manager should take the employee on a tour of the building and try to introduce him or her to the rest of the staff. Finally, the new employee should be taken to their work area and given access to any computer network and proprietary software that is necessary. The employee should be given time to arrange their work area and at the proper time the manager and any other staff that is invited should “arrange to have lunch with the new employee” (University of California, Berkeley, b). After lunch, the new employee will begin training with the appropriate staff. Diversity Training Diversity training is required for all employees at River Monster Enterprises. Our company values its commitment to embrace diversity at all levels. We are devoted to making certain both current and new employees can respect and not withhold prejudices towards others of various diversities. This includes the refusal to allow stereotypes in regards to “different gender, ethnic, racial, or religious backgrounds” (Noe, Hollenbeck, Gerhart, and Wright, 2010, p. 326). Yearly seminars will be implemented that are in-person meetings and will run the span of two days, three hours each day. These seminars will incorporate training methods from attitude awareness and change programs and behavior-based programs (Noe, et al, 2010, p. 327). Also, a Diversity Accountability Questionnaire will be utilized (Buchbinder & Shanks, 2007, p. 336). This questionnaire will ask all personnel “if their workplace addresses diversity and cultural sensitivity in service, environment, and treatment of staff” (Buchbinder & Shanks, 2007, p. 336), as well as the treatment of consumers. This will permit the company to gauge where exactly it stands in the acceptance of diversity. The influence of an awareness program will allow employees to become knowledgeable of how various people may act due to their unique backgrounds, view points, and attitudes. This combined with the knowledge of the behavior program influence that focuses on the “basic rules of behavior in the workplace” (Noe, et al, 2010, p. 328), helps enable everyone to be more respectful in any situational discrepancies that may be brought about. Additionally, everyday activities will benefit from this positive interaction. New employees will receive a portion of this extensive training as a part of their orientation. The effectiveness of this training program will be measured by the monitoring of employee interactions among each other and with consumers. Half way between the yearly seminars, another Diversity Accountability Questionnaire will be given to view if there are areas that the company’s personnel view as strengths or weaknesses. Open communication will also be used in regards to any complaints or encouragement and ideas. These methods of training and responding to diversity promote those involved in River Monster Enterprises to realize the value of diversity and to maintain the utmost respect towards all.
Company Benefits Training Employee benefits training are a vital component of River Monster Enterprises. In these face-to-face training conferences, we provide our employees with a benefits information package to inform them of the benefits they are eligible to receive while employed at our organization. These training seminars are held at new employee orientation and continue every two months thereafter. These three-hour long training conferences allow for benefits to be explained and any additional questions to be answered. There are occasions when mandatory meetings are held due to changes in benefits. We highly value our employees and ensure they are the first to be educated of any modifications to our benefits plan. Currently, River Monster Enterprises provides benefits to 500 full-time and part-time employees. All of our staff is housed either in the corporate headquarters or in various retail locations. The starting salary for full-time employees is $36,000 depending on their job title. The hourly wage ranges from $9/hour to $16/hour for part-time employees, depending on their job title also. Full-time and part-time employees are eligible for overtime rates. Medical coverage, dental coverage, short and long-term disability leave, and paid time-off are other highlighted benefits offered to full-time employees at River Monster Enterprises. In the case where an employee has been with our company for at least one year and has displayed exceptional performance, we make certain to reward them for their loyalty through additional benefits. These added benefits will include merit raises and/or cash awards, both depending on individual performance. An organization with outstanding employee benefits training promotes dedicated employees, which in turn promotes River Monster Enterprises’ success as a company. Through offering our staff exceptional benefits and treating them with the respect they deserve, we trust our organization will go far in the sporting goods industry.
Code of Conduct/Ethics Training The Code of Conduct and Ethics Training is extremely important for any company. Here at River Monster Enterprises, this is no different. All new and existing employees at every level will be required to take part in this training. Employees will be required to complete a one-hour training session held online via our learning system at orientation and it will be completed annually thereafter. This training will be concluded during the employees’ normal working shift as this is required by the company’s standards. Ethical behaviors will be promoted at this training and will make the employee aware of what is expected of them. This training also benefits River Monster Enterprises in the long run by avoiding potential law suits resulting from lack of knowledge. The code of conduct and ethics training will reinforce company values, and protect the company from potential lawsuits and retaliation resulting from lack of knowledge. River Monster Enterprises also complies with the Sarbanes-Oxley Act of 2002 as explained in the training. In doing so, River Monster Enterprises obeys all governmental laws, rules and regulations related to ethics and agree to promptly report any violations to said laws, rules or regulations (Puryear J.D., 2011). The effectiveness of the training can be measured by monitoring loss prevention. This means monitoring employee theft. If there is a high level of employee theft among one or more employees, then it would mean additional ethics training may need to be implemented. Another way to monitor the effectiveness of the code of conduct and ethics training is by observing interpersonal relationships among employees. Complaints of inappropriate behavior, touch or talk, would mean that additional conduct training is required.
Water-Related Product Training Training for the variety of products that we offer is vital for employees and our customers. All new sales employees will be required to attend all training sessions. Because this training program is new, seasoned sales personnel as well as all sales floor managers and customer service representatives will be required to attend. The current sales employees, floor managers, and customer service representatives will have a quarterly 4-hour training session as new policies and products come into the stores. The training sessions for new employees will be the first full week of employment and will continue quarterly with the rest of the employees. These training sessions will be held face-to-face in the stores by training managers. The training sessions will be held during the employees’ normal shift as this is a normal job function to stay current on products and services that the company offers. Employees will gain vast knowledge to assist customers more effectively and efficiently through these training sessions. By doing so, the company also benefits. In turn, customers will be happier with the product and service that was presented to them by the employee and will offer repeat business. The effectiveness of the training can be measured by monitoring customers and sales per day before and after training and customer satisfaction surveys. By monitoring the customers and sales of employees that precede and follow the training, data can be collected to determine if there was a rise after the training was completed. If so, the employees responded well to the training and used their knowledge to influence customers.

It is important that the employees maintain this level and keep improving with every training session. Customer satisfaction surveys are another excellent way to measure the effectiveness of the training. Customer feedback is very beneficial; it can tell you if a particular item is more popular than another, if a certain sales technique is or is not working, or the overall opinion of the store and its staff. This in itself helps network and advertise River Monster Enterprises; “If you do build a great experience, customers tell each other about that. Word of mouth is very powerful” (Bezos, 2011).

Technology Competency Training For individual River Monster Enterprise stores, basic technology and computer competency is expected for a full-time and part-time retail employee. This includes cash register operation, desktop navigation, web browsing, e-mailing, keyboard shortcuts, saving and retrieving files, renaming or copying files, creating and deleting folders, finding and organizing files, backing up files, printer setup and selection, installing and uninstalling software, and virus avoidance and scanning (Basic computer competency, 2006). This basic technology competency training is optional; it is taught once and can be done in a couple of hours with new recruits that need the training. Due to a one-time training, the only real cost would be your manager or other employees taking time to teach them face-to-face. The long-term benefits would be faster computer and cash register operation by the employee which would save time for customer service and sales. River Monster Enterprises’ store managers need more advanced technology competency training because they must be able to order inventory for their store; they have to order it online or request more inventory from corporate through an inventory management program. They are also responsible for keeping track of supplies still available in the store with an inventory database program called inFlow inventory, which is installed on all store computers. The database only keeps track of purchased items, so a physical walk-through is still required for inventory shrinkage cases like damaged, misplaced, lost, or stolen items. This advanced technology competency training is mandatory for store managers; the tutorial videos take about an hour. The cost of this training would be free because the software inFlow inventory comes with a free YouTube tutorial. The effectiveness of the competency training will be measured by using inFlow inventory and observing the results of inventory management. The overall benefits making this training cost efficient is the fact your managers will know how much inventory they have at any point in time and quickly get it restocked with little to no effort (inFlow Inventory, 2011). River Monster Enterprises’ corporate headquarters are required to be technologically capable of all the basic competency requirements and should be in the expert level. One of the responsibilities of RME’s corporate headquarters is the new technological advancements of manufacturing suppliers. For example, when manufacturers come up with a new, more fuel efficient engine for deep sea boating, RME headquarters is responsible for bringing that to our stores so we can maintain our foothold against the competition. Employees working at corporate headquarters are also responsible for virus scanning and avoidance. In today’s Internet-connected world, more than just files on a computer are at risk; sometimes, a corporation can even be bankrupted by a security breach or virus from a variety of sources. Not only can you lose data due to a virus on your computer, but there's now the threat of having your entire identity stolen due to phishing scams, or even security breaches outside of your control. Our headquarters has 100 workers and this training is to demonstrate the importance of virus prevention. Viruses, key logging, worms, Trojans, and phishing are the least of your worries since they are easily avoided by using antivirus and Internet security software, using a firewall, scanning all e-mails and files you receive, and backing up data often (Iomega, 2011). o An average business spends between $100,000 and $1 Million dollars (USD) per year due to data loss. o 54% of companies surveyed said that being without their data would cost them more than $50,000 an hour. o After 5 years, only 7% of businesses that suffered serious data loss are still in business. (Iomega, 2011) As previously mentioned, the main threats to businesses are cyber criminals or thieves. Cyber criminals have the ability to hack into and steal a business's online banking login details and use them to transfer funds out of the business's account. They can also plant a software program on a company cash register to siphon it for money; it sends customer credit-card numbers to a remote location where they can withdraw the money. In this respect, RME has an advantage due to its size; cyber thieves usually target small businesses because in the time it takes to hack into a major corporation they could have hacked dozens of small businesses without being detected. Bigger companies are not immune though, it just takes more time to hack into them because they run more security measures. Since River Monster Enterprises is a fast-growing business, we may not have these extra security measures in place; therefore corporate needs trained IT professionals tracking traffic and data mining for warning signs. Additionally, accountants should be checking financial reports at least once per fiscal year specifically to detect any money that is being taken out of the company from a security breach. Trained IT professionals’ average salaries are $50,000 but the benefit of having them as employees far outweighs the security risks of having no IT specialists working for the company. RME would also not be responsible for training these specialists, so that is no immediate cost to the company, though at some point they may need to receive more training from universities or other outside training programs (Fowler & Worthen, 2011).

References

Basic computer competency – objectives. (2006). Informally published manuscript, Division of Academic Affairs, Wayne State University, Detroit, MI. Retrieved from https://testing.wayne.edu//complit.pdf
Bezos, J. (2011). Jeff Bezos Quotes. Retrieved September 29, 2011, from BrainyQuote: http://www.brainyquote.com/quotes/authors/j/jeff_bezos.html
Buchbinder, Shanks, S.B., N.H. (2007). Introduction to health care management. Sudbury, MA: Jones and Bartlett Publishers
FOWLER, G., & WORTHEN, B. (2011, JULY 21). Hackers shift attacks to small firms Retrieved from http://online.wsj.com/article/SB10001424052702304567604576454173706460768.html
InFlow Inventory. (Producer). (2011). inflow inventory tutorial videos. [Print Photo]. Retrieved from http://www.inflowinventory.com/
Iomega. (2011). Preventing data loss from viruses and internet security threats. Retrieved from http://www.iomegadatarecovery.com/prevention-virus-protection.html
Noe, R.A, Hollenbeck, J.R., Gerhart, B., Wright, P.M. (2010). Human resource management: Gaining a competitive advantage (7th ed.). New York, NY: McGraw-Hill/Irwin
Puryear J.D., P. (2011). Creating an Ethical Culture and Protecting Your Bottom Line: Best Practices for Corporate Codes of Conduct. Retrieved October 01, 2011, from Inspired Learning: Education for your Enterprise: http://www.inspiredelearning.com/ethics/white_paper/InspiredeLearning_COC_White_Paper.pdf?link=id3
University of California, Berkeley. (n.d.). Human Resources at UC Berkeley. Retrieved from Before the Employee Arrives: http://hrweb.berkeley.edu/guides/managing-hr/recruiting-staff/new-employee/before-arrive
University of California, Berkeley. (n.d.). Human Resources at UC Berkeley. Retrieved from The First Day on the Job: http://hrweb.berkeley.edu/guides/managing-hr/recruiting-staff/new-employee/first-day

Similar Documents

Premium Essay

New Employee Orientation

...New Employee Orientation Programme First Few Sips - Coca-Cola India Submitted To Professor Srimannarayana 12th August, 2013 First Few Sips- An Overview of Employee Orientation Program Coca-Cola India is lean organization with a total workforce of around 200-250 employees. Due to the structure, resource requirement and intake is restricted to merely 30-40 heads per year. This makes the training program more customized and individual focussed rather than standard. The common orientation program – First Few Sips however, remains standard yet adaptable to accommodate changes. This program is conducted every 3-4 months. Since, only about 10-12 people join the organization every quarter, HR waits for the availability of a group of new employees before it conducts this orientation program. The reason behind this is the involvement of the Leadership Team. They cannot be made free for individual orientation and thus, there is a requirement of a sizeable group. The itinerary of the orientation program is as follows: Day 1: The new employees meet Atul Singh and Venkatesh Kini in an open house where they get an opportunity to ask these leaders about their experiences. Ice breaking events are conducted. Day 2: Market Visit. This gives the new employees an exposure to the real time developments in the market and thus the related issues and business problems. Day 3: Talks and Open House discussions with Vice Presidents of the various Business Functions. Day 4: Plant visit to a bottling...

Words: 2647 - Pages: 11

Premium Essay

Training&Development

...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...

Words: 587 - Pages: 3

Premium Essay

A Good Orientation Is Essential for All New Employees

...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...

Words: 779 - Pages: 4

Premium Essay

Asdfghjkl

...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...

Words: 1352 - Pages: 6

Free Essay

Mgt 210 Week 5 Assignment Exercise 10-2 – Ojt

...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...

Words: 4231 - Pages: 17

Premium Essay

Case Study Analysis

...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...

Words: 1171 - Pages: 5

Premium Essay

Case Analysis Abc Inc

...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...

Words: 1457 - Pages: 6

Premium Essay

Management

... 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...

Words: 848 - Pages: 4

Free Essay

Onboarding

...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...

Words: 1746 - Pages: 7

Free Essay

Carl Robins

...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...

Words: 564 - Pages: 3

Free Essay

Employee Orientation: Developing and Implementing

...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...

Words: 532 - Pages: 3

Free Essay

Carl Robins Case Study

...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...

Words: 1405 - Pages: 6

Free Essay

Employee Orientation: Developing and Implementing

...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...

Words: 574 - Pages: 3

Free Essay

Finance100

... 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. ...

Words: 1461 - Pages: 6

Free Essay

Best Practices Manual for Supervisors

...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...

Words: 2369 - Pages: 10