List the purposes of orientation, describe two phases of orientation and say to what 1

extent orientation is done and applicable in your organization.

Orientation plays a critical role in an organization. Thought-out the year’s

organizations have learnt that employee orientation plays a very important role in the

development and performance of an employee. Cascio (2000) defined orientation as

“familiarization with and adaptation to a situation or environment.”

Typically the first step in introducing organization policies, philosophy,

practices, and benefits, to new employees; is by an orientation programme. The

Orientation programme is designed to welcome each new employee and make them part

of the team from the first day. It seeks to do everything to make the new employee's

adjustment to the job and to the work environment as rapid and pleasant as possible

(BNET 2010). Like they say first impression are unforgettable, hence the orientation

programme has to be carefully planned and executed to ensure that the ends up knowing

all about your company, the company profile and its policies, the target goals, his duties

as well as the role he plays in helping the company achieve its objectives (Gordon 2006).

According to SESCO Management Consultants (nd) first impressions do count.

Providing quality orientation to new employees is critical, yet often is one of an

organization’s most neglected functions. After taking the time and spending good money

to recruit quality employees, doesn’t it make sense to ensure they fit comfortably into

their new roles and the organization?

Orientation is not a nicety! It is used for several purposes in an organization. It is

used for the following purposes:

List the purposes of orientation, describe two phases of orientation and say to what 2
extent orientation is done and applicable in your organization.

1. To Reduce Startup-Costs

Proper orientation can help the employee get "up to speed" much more quickly,

thereby reducing the costs associated with learning the job (Bacal 2009).

2. To Reduce Anxiety

Any employee, when put into a new, strange situation, will experience anxiety

that can impede his or her ability to learn to do the job. Proper orientation helps to

reduce anxiety that results from entering into an unknown situation, and helps provide

guidelines for behaviour and conduct, so the employee doesn't have to experience the

stress of guessing (Bacal 2009).

3. To Reduce Employee Turnover

Employee turnover increases as employees feel they are not valued, or are put in

positions where they can't possibly do their jobs. Orientation shows that the

organizations values the employee, and help provide tools necessary for succeeding in the

job (Bacal 2009).

4. To Save Time For Supervisor & Co-Workers

Simply put, the better the initial orientation, the less likely supervisors and co-

workers will have to spend time teaching the employee (Bacal 2009).

5. To Develop Realistic Job Expectations, Positive Attitudes and

Job Satisfaction

It is important that employees learn early on what is expected of them, and what

to expect from others, in addition to learning about the values and attitudes of the

organization. While people can learn from experience, they will make many mistakes

that are unnecessary and potentially damaging (Bacal 2009).

List the purposes of orientation, describe two phases of orientation and say to what 3
extent orientation is done and applicable in your organization.

It is recommended that a complete orientation be done in two phases, the

overview phase and the job-specific phase. The overview phase is conducted, be the

Human Resources Department or administrative staff since much of the content is general

in nature. The job-specific phase is best conducted by the immediate supervisor and/or

manager since much of the content will be specific to the individual and their workstation

or area. These two phases or applicable within my organization and is done to a great

extent (Holladay 2008).

The overview phase which is otherwise know as Phase I, deals with the basic

information an employee will need to understand the broader organization in which

he/she works. Phase I is done to an enormous extended within my organization. When

employing a new person to the organization, the employee is welcome by the company’s

president/CEO; then is given an overview of the organization key policies, procedures

and services by the Human Resources Department or administrative staff. He/she is also

briefed on the vision, mission, values and organizational structure and what is the

expectation of he/she in the position (Holladay 2008).

The employee is also given a tour of the facility, and especially those areas the

employee will be most involved with during their work days. Introduced to the staff and

prepare a list of their names and job functions. Time is made to go over the basic

operations of the company and department, such as work hours, timeliness/punctuality,

explaining the time tracking process, pay day schedules (including direct deposit

information or banks used in the area), overtime policy, lunch time or break time policies,

parking, telephone and Internet policies, security regulations and how the telephone

system works (See Appendix I).

List the purposes of orientation, describe two phases of orientation and say to what 4
extent orientation is done and applicable in your organization.

The job-specific phase which is otherwise known as phase II; according to

Holladay (2008), At this time the new employee is made aware of the production cycle,

quality control, and how his/her role fits into the completion of the final product or goal.

It should be specifically demonstrated how the employee’s actions directly affect

subsequent steps in the manufacturing process. This phase is applicable within my

organization and is done to a great extent. Within my organization phase II ensures that

all necessary supplies, tools, information, and safety equipment have been given to your

new employee that may be necessary for them to do their job effectively. It also ensures

that new employee is welcome and put him/her at ease. In addition, a review is done of

the new employee’s job description, the filling out of necessary forms, and a schedule for

any additional needed information – such as training. (See appendix II)

In concluding orientation pays a vital role in any organization or company it will

make a significant difference in how quickly an employee can become more productive,

and also has long term effects for the organization. Orientation is done for several

purposes which include: to reduce anxiety, reduce startup-cost, reduce employee

turnover, save time for supervisor and co-workers, develop realistic job expectations and

positive attitudes and job satisfaction. All these purposes are important for an

organization to grow productively.

Orientation is crucial to the longevity of the group, understanding the organization

and its goals and objectives, structure, norms and culture. By organization taking the time

to orient new members, the organization will have a more educated membership-people

who can and will make significant contributions to the organization.

List the purposes of orientation, describe two phases of orientation and say to what 5
extent orientation is done and applicable in your organization.

References

Bacal, R. (2009). A quick guide to employee orientation - Help for managers & HR.

Retrieved from: http://work911.com/articles/orient.htm

Cascio, W. F. (2000). Managing human resources: Productivity, quality of life, profit.

New Jersey: McGraw-Hill Inc.

Gordon, A. (2006). Importance of employee orientation. Retrieved from:

http://ezinearticles.com/?Importance-Of-Employee-Orientation&id=395218

Holladay, N. (2008). The two phase orientation. Retrieved from:

http://hrhelpblog.com/2008/02/two-phase-orientation.html

SESCO Management Consultants (nd). The importance of good employee orientation.

Retrieved from, www.aahsa.org/WorkArea//DownloadAsset.aspx?id=3524

List the purposes of orientation, describe two phases of orientation and say to what 6
extent orientation is done and applicable in your organization.

Appendix #I

Human Resources Orientation Checklist

Employee Name:
Department:
Date:

The following items are to be discussed with the new employee.

Signed
Discussed
Up/Completed
1. Equal Opportunity Employer/Harassment
3. Safety training
5. Group insurance program
6. Orientation period
7. Workers’ compensation/reporting injuries
8. Bulletin boards
9. Job postings
11. Holidays — eligibility
12. Vacations — eligibility
13. Sick days — eligibility
14. Proper reporting/recording hours worked
15. Telephone calls—emergency or other
16. Changes in personnel status
17. Cafeteria facilities
18. Parking facilities
19. Service award program
20. Scholarship program
21. Tuition reimbursement program
22. Credit union membership
23. Savings Bonds
24. Working hours
25. Pay procedures
26. Performance review
List the purposes of orientation, describe two phases of orientation and say to what 7
extent orientation is done and applicable in your organization.

27. Employment at Will

28. Group insurance booklet
29. Rules of Conduct
30. Safety rules
32. Receipt for handouts
Questions:

HR Representative Signature:
Date:

I understand all information covered and have been issued copies of the benefit booklets,
Rules of Conduct, and general safety rules and have completed the listed forms. Any
questions I had have been answered to my satisfaction.

Employee Signature:
Placed in employee’s permanent file (date):

Appendix #II
List the purposes of orientation, describe two phases of orientation and say to what 8
extent orientation is done and applicable in your organization.

Department Supervisor Orientation Checklist

Employee Name:
Department:
Employee #:
Dept. Supervisor:
Date:

Provide Employee With:

1. Key for locker or desk, where applicable
2. Required equipment/tools
3. Required safety equipment
4. Employee’s job classification (title)
5. Initial assignment and necessary training
Discuss:
6. Goals/training of the first 3 months
7. Type of on-the-job/classroom training
8. Possible promotional opportunities
9. Pay procedures (when, where, how)
10. Bulletin boards/postings
11. Hours of work/rest periods
12. Lunch provisions/cafeteria facilities
13. Department/company rules and regulations
14. How to get equipment, tools, and supplies
15. Company safety policies:
a. Review department safety rules and record
b. Inquire about employee’s past safety record
c. Explain procedures to follow in case of on-the-job
injury.
Mention nurse on duty 7 a.m. to 3:30 p.m.
16. Overtime policy
17. Importance of good housekeeping
18. Attendance policy/calling in
Additional items:
19. Tour of facility/location of restrooms
20. Observe duties of new job
List the purposes of orientation, describe two phases of orientation and say to what 9
extent orientation is done and applicable in your organization.

21. Explain each step as performed

22. Introduce employee to department lead
23. Introduce employee to training instructor
24. Explain systems, e.g., paging, voice mail, e-mail, etc.
25. Completely answer any remaining questions
26. Introduce employee to department head
Signature of department supervisor:
Date:

I understand all information covered and all my questions have been answered.

Signature of employee: