Benefits plan information, discussion and preliminary enrollment. Safety Safety and health policies reviews—safety, fire, emergency evacuation, job-related safety issues. Key Administrative Policies Anti-harassment policy review and discussion. Policy reviews—pay periods, travel, personal vehicle use, training requests. Administrative procedures—security, computer systems and logins, telephone systems, supplies and equipment. Department Overviews An overview provided by a management representative from each [Company Name] department about the purpose of and functions within his or her department.
A discussion led by a management representative from each [Company Name] department focusing on frequently asked questions as well as individual questions from participating new hires.
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OK Proceed. Your session has expired. Please log in as a SHRM member. Cancel Sign In. Please purchase a SHRM membership before saving bookmarks. How to design an effective orientation program. Welcome the employee. Provide the employee handbook. Go over policies. Thoroughly explain the details of the job. Set goals and action steps. Clearly define overarching expectations. Orientation tips for new employees. Arrive on time. Dress the part.
Be prepared. Do your research. Get enough sleep. Bring a snack. Ask questions. After orientation. Do they understand the company and its role within the organization? Has communication with their managers been productive? What ideas do they have regarding employee development in the future? Was the job-specific training they received helpful?
Did it cover the right areas and was it worth the time and resources spent on them? Read More Sociology vs. Psychology: Key Differences.
How to Request a Medical-Based Absence. Related View More arrow right. Updated on: 18 Dec by Christina Pavlou , 16 mins to read. There are a lot of new faces at work. You know this means that the company is growing — which is a good thing. Because new employee orientation has such a big impact on staff loyalty and productivity.
And that it can take anywhere between 8 months and 2 years for a new employee to reach full productivity, depending on their orientation. These comprehensive new employee orientation guidelines include everything you need to know about planning and streamlining your new hire orientation process. From this menu, you can jump to the section that interests you the most. Orientation training for new employees is the process of introducing new hires to their job tasks, company processes, and teams.
Like any relationship, a shaky start usually leads to an imminent end. Picture this: every new employee receives a slick, pre-printed welcome pack on their first day. A knowledgeable and friendly mentor eases them into their new work environment and gives them a guided tour of the office. Finally, they head out to lunch with their new team. Now picture this : new hires are greeted by an unfamiliar face at reception, and directed to their silo with a hundred-page employee handbook safely tucked under their arm.
The thing is, employees who feel this way are unlikely to grow loyal to the company. More so, without thorough training about the job and company, new hires are likely to take months to reach full productivity in their roles.
Looking for the fastest way to simplify your employee orientation? Build your online training courses in minutes with TalentLMS. Many companies view orientation as an administrative process, where employees become familiar with the rules, sign their contracts, and get to work. You can almost imagine a manager striking off items from their imaginary new employee orientation checklist, proudly thinking that another demanding task is done.
The real purpose of new hire orientation is to mentally and emotionally integrate employees into the organization , and equip them with the skills, tools, and support they need to reach their potential. Before we discuss the topics to include in your orientation plan for new employees, we need to make the distinction between orientation and onboarding. And you need both. Similarly, orientation is an event that lasts just a few hours or a few days.
Its purpose is to introduce new employees to the company, their team, and, of course, their job. On the other hand, onboarding is like dating. Lasting between 90 days and one full year, onboarding includes training and on-the-job experiences that give employees deeper insights into the company and their job. During onboarding, employees form bonds with their team members, integrate into the company culture, start having ideas and suggestions, and discover ways, not just to perform their jobs, but to improve their performance.
Although orientation is a relatively brief process, it will still take more than a day for new hires to meet their new coworkers and to start feeling comfortable with their new role. Allow for at least one week before you cross off all items on your new employee orientation checklist and move on to official training. Now that we understand the purpose of induction training , this next chapter will explore how to make new hire orientation fun and engaging.
As with most things, it all starts with a plan! Deciding what to include in your orientation program might seem like an impossible task. Where do you begin? Remember that new employees will have 90 days or more to become familiar with tasks, people, and processes during their onboarding. For orientation, though, try to stick to these important topics:. Paperwork might not be the most exciting part of orientation, but it is necessary. From company rules and policies to tax forms, employees need to know the boundaries and expectations of their job and workspace.
For a quick and convenient paperwork process, make these documents accessible on your LMS for employees to read and sign. Then, if they ever want to return to these documents, they can locate them in the same place. A warm welcome goes a long way toward making employees feel like part of the team , especially when it comes from more than one person.
All it takes is a small effort from a few people. To make new hires feel appreciated, send them a signed welcome letter from the CEO. Next, ask their manager to take them on a guided office tour, and to show them where the important meeting rooms, bathrooms, and common spaces are located.
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