New Employee Orientation Program
Determine at least three (3) objectives with measurable criteria for the orientation program.
New employee orientations are conducted to assist new hires to quickly adjust and understand their new work environment in order to become productive member of the organization. New employee orientations are designed to train and prepare employees to perform their jobs effectively, learn about the organization, and establish work relations (Noe, Hollenbeck, Gerhart, & Wright, 2014). In order to keep new employees excited and motivated about their new position many companies provide benefits information, learning programs that are available, confirm the new hire is eligible to work, and collect payroll information and determine benefits deductions for employees.
Organizations like to ensure that the programs are efficient, effective and serve a purpose that meets organizational goals and objectives. A common organizational measurement to determine if a program is worthwhile is Return on Investment (ROI), a study could be conducted of new employees of those that attended the new employee orientation versus those that did not attend the employee orientation. A well thought out orientation program, whether it lasts one day or six months, will help not only in retention of employees, but also in productivity (Brown, 2014). This study could measure if there’s a correlation between the orientation and employee turnover, a work productivity measurement, or quality of work measurement.
Organizations want to be effective and time efficient. In this case the organization could measure effectiveness of the material being taught. This could be done by conducting a pretest of information that was going to be shar...
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Braverman, B., (2013, August 22). The High Cost of Sexual Harassment, Retrieved from http://www.thefiscaltimes.com/Articles/2013/08/22/The-High-Cost-of-Sexual-Harassment
Brown, Judith. (2014). Employee Orientation: Keeping new employees on board, http://humanresources.about.com/od/retention/a/keepnewemployee_3.htm
Garg, M., (2014). Is new employee orientation good business strategy? – Insights from MindTickle research, Retrieved from http://www.mindtickle.com/blog/is-new-employee-orientation-good-business-strategy-research-insights/
Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2014). Fundamentals of Human Resource Management (5th ed). New York, NY: McGraw Hill Education
Werner, J. M., & DeSimone, R. L. (2012). Human resource development (6th ed). Mason, OH: South-Western Cengage Learning.
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill Education.
Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.
Goal orientation methods are methods used by an organization to ensure that members are focused on the mission of the organization (Pope, 2015). Communication is an essential method because it enables messages to be passed from leaders to employees and vice versa. Learning is also important because it empowers the employees and makes them be acquainted with situations in the organization. Organizations should also prove the performance of employees to ensure that they remain
Besides that, OB can serve managers, leaders and customers’ purposes. To begin with managers who have to expand their information about the attitude and group’s behavior to improve the organization work environment and to create a business plan to have a successful organization. First of all, managers can build a better workplace by recognizing the challenges that face any organizations because of some strategies that used in business environment. For example, one of the challenges are that having a cultural diversity in organization, so managers can build the organization with different cultures which help to encourage employee to do their job well and communicate with others in appropriate way. Secondly, managers can measure the effectiveness and efficiency; also, they can identify the strength and weakness of the organization. According to national institutes of health, Organizational effectiveness is about each individual doing everything they know how to do and doing it well (NIH, 2004). Moreover, OB offers ways that provide ways in how managers can trust their employees’ potential and using a reward system to enhance employees’ performance. OB is helping the managers on providing some strategies such as indentifying problems by searching and gathering information to have an accurate decision.
Person-Organization fit theories play an important role when organizations want to attract new employees. Person-Organization fit, abbreviated as P-O fit, is a popular theory, however its origin is unclear. “Models of P–O fit have grown increasingly popular as explanations of organization attraction and choice during the last decade (Kristof, 1996, as cited in Roberson, Collins & Oreg, 2005, p. 324)”.
Employee satisfaction, employee turnover, and workplace environment are inseparably linked. Workplace environments heavily influence employee satisfaction, which directly affects employee turnover rates. When employees feel they are not being supported within their first months of hire, they will inevitably leave the company. Employees want to have the security that if they need assistance, someone will be there to guide them. Therefore, it is imperative for organizations to develop a thorough onboarding program and a long-term retention plan.
Byars, L. L. (1997). Human Resource Management. Chicago, IL: The McGraw-Hill Companies, Inc. Mills, D. Q. (1994).
Reed, S. M. & Bogardus, A. M. (2012). PHR/SPHR Professional in human resources certification study guide. (4th ed.). Indianapolis, IN: John Wiley & Sons.
New hire orientation is a training program provided to all new employees to an organization or new department within an organization. The New hire orientation is the process of providing the employees with the necessary skills, knowledge, and behaviors to effectively transition into their role within the organization. It is important for organizations to provide new hire orientation as it is the foundation for the new employee’s career with in the organization and department. Not providing a new hire orientation can make a new employee feel uncomfortable in the new position and it can make the employee take longer to reach his or her’s full potential.
If the organization succeeds then the employees also succeeds. Employees must see the bigger picture and must feel that they are part of the organization and not just a one man show.
The first phase was aimed at measuring the demographic details such as the age , marital status, education level, job experience and the salary amounts. The employee development was then measured through seven items which were derived from various articles. On a five-point scale, ranging from 1 to 5, (where 1= strongly disagree) and (5= strongly agree). Job rotation is operationalized as the perceptions of interests in these developments as well as the competences acquired from the job rotation. In another phase, job rotation was evaluated with 18 items retrieved from the past publications where all of the 18 items were consequently measured with a five-point scale similar to the one that was used for the employee development. In total, there were 25 items in the questionnaire and using the five-point Likert Scale. Just as the thumb rule stipulates, 1:5 ratio for every item, there should be 5 respondents (Schyns, & Von Collani, 2002). Therefore, since there were a total of 25 items the number of the workers that were given the questionnaire was 125. The study mainly dwelled on the past research and was tailored in relation to the objectives of the research question. Consequently, the study utilized the Statistical Package for Social Science
Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR: Professional in human resources certification study guide (4th ed.). Indianapolis, IN: Wiley Publishing, Inc. ISBN-13: 9781118289174
There are various challenges faced and even more opportunities for organizational behavior to assist workers in improving the workplace as a whole, people skills, productivity, and customer service. Understanding and taking time to learn and educate one’s self is how attitudes develop and affect behavior is a key component to organizational Behavior. The bottom line is that the more tuned into the needs of its employees, the more successful a company is likely to become. A company will absolutely benefit a great deal so long as employees and management alike are able to control and monitor their attitudes for the appropriate
According to ( Marius Meyer Chapter 11 pg 211) Orientation or induction is the process of introducing and integrating a new employee into an organisation and a position.