In gaining this knowledge, employees are able to develop reasonable expectations on their new roles. Induction provides employees with knowledge on the organization’s structure and on how they can utilize different available resources in enhancing their performance. Orientation and induction not only allows new employees to adjust to their new workplace but it also offers tentative information about their duties and responsibilities. This objective spills over to enhancing employee satisfaction and thus reducing turnover rates, absenteeism, and other hindrances to higher productivity. In addition, orientations and inductions can involve having individual sessions with the new employees and instilling in them the organizational spirit of cooperation. Furthermore, employers aim at creating an impression by appealing to the employees’ psyche while assuring them of their remarkable competencies and abilities. Organizations can plan to have new employees oriented with various locations in order to ease their discomfort. Consequently, there is a likelihood that they will waste time dwelling on their state of discomfort or trying to locate the department. They may fail to ask for directions because they are afraid or anxious about other employees’ perceptions of them. For instance, it is likely that a new employee will be unaware of where a particular department or is within the organization. Indeed, employees often exhibit tendencies of fear and reluctance to engage fully in their duties during their first days due to various issues. Induction programs need to consider the feelings experienced by employees during their initial days in the new workplace.
Orientation and induction aims at enhancing comfort in new employees by reducing any anxieties or unresolved negative emotions. In order to do so, employers must put into consideration numerous aspects of human resource management, which, eventually serve as the objectives of the orientation and induction process. Ideally, at this initial stage the employer must set them up for success. It is important to note that getting the best value out of an employee’s abilities starts at their first encounter with the potential employer. As they do so, employers contemplate how the new recruits will serve their organization and realize high performance levels. Objectives and Purposes of New Employee OrientationĮmployers engage in long processes of employee recruitment and selection in search of individuals who are competent in their areas of specialization. Moreover, a distinction arises in the fact that orientation takes place within a short period contrary to induction, which is systematic, and spans throughout the employee’s first years of employment. More often than not, orientation and induction are used together with orientation being reflected as the initial introductory stage and induction as the ongoing process of familiarization after orientation. In addition, orientation may include such simple topics as the location of a particular department and such complex issues like career development. This includes meeting their co-workers and being acquainted with other aspects of the organization.
New Employee Orientation is a planned process whereby newly recruited employees are introduced and familiarized with their new workplace. As the words suggest, such programs serve to acquaint the employee with their new working environments and ensure that they adjust amicably. Inductions and orientations have become significant in human resource development and a constant feature in most training programs.
#ORIENTATION SESSION DEFINITION FULL#
Therefore, right from the initial stage of recruitment to full assimilation into the workplace, human resource departments ensure that human capital is developed efficiently. Human capital is critical in enhancing an organization’s core competency.
Strategies, which ensure that organizations perform at their very best are a high-end commodity and all professionals involved are hard at work in order to devise the most effective of them. As such, organizations have had to contend with numerous challenges ranging from changing technology to the lack of adequately skilled workers. Human resource management is the focal point of modern day organizations as they gear towards enhancing their competencies in a highly competitive environment.
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