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Lê Minh Long đang tìm kiếm từ khóa Which of the following is not a sign to look for in a successful orientation process được Update vào lúc : 2022-12-26 10:40:08 . Với phương châm chia sẻ Bí quyết về trong nội dung bài viết một cách Chi Tiết 2022. Nếu sau khi tham khảo tài liệu vẫn ko hiểu thì hoàn toàn có thể lại phản hồi ở cuối bài để Ad lý giải và hướng dẫn lại nha.An employee orientation is a process, not an sự kiện...
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- Julie CurridEmployee orientation vs. employee onboardingAll about employee orientationAll about employee onboardingWhy both matter and provide valueSumming it all up
Julie Currid
Julie Currid
Head of International Marketing (UK, Ireland & USA)Published May 11, 2022
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It is part of the overall integration of new employees into an organization, by which it helps new employees adapt to the work environment and their jobs. Orientation is, in fact, a training opportunity to promote organizational effectiveness from the start of a person's employment.
Download Best Practices When Introducing New Hires to Your Company
What is an orientation?
An orientation is a systematic and planned introduction of employees to their jobs, their co-workers and the organization and entails providing new employees with the basic information about the workplace, its business practices, organisation, facilities and personnel, as well as the conditions of employment. It is commonly followed by training tailored to specific job positions.
Types of orientations
Basically there are two types of orientation: formal orientation and informalorientation.
Informal orientations are usually unplanned and simply entails an introduction to the new employee about the job and organisation. Informal orientations are generally carried out by the medium and small-scale businesses.
Download Best Practices Here.
Formal orientations are planned and seek to integrate the new employee into the organisation. This type of orientation is more common within large-scaleorganizations. Download Best Practices Here.
What are the objectives of orientation?
When a new employee joins an organisation, he/she is an utter stranger to the co-workers, workplace and work environment. As such, he/she may feel insecure, shy and nervous. Therefore, an orientation programme is designed to achieve the following objectives:
- To reduce the initial anxiety all new employees feel when they join a new job in a new organisation.To familiarize the new employees with the job, people, workplace, work environment and the organisation.To facilitate outsider – insider transition in an integrated manner.To reduce exploitation by the unscrupulous co-workers.To reduce the cultural shock faced in the new organisation.To help the new employees to understand the expectations of the organisation.To convey what the new employees can expect from the job and the organisation.
Download Best Practices When Introducing New Hires to Your Company
Many businesses think that having an employee onboarding process means that they don’t need a formal employee orientation – or vice versa.
But they’re actually not interchangeable. Employee onboarding and orientation differ and complement each other, and there’s value in leveraging both.
Employee orientation vs. employee onboarding
For new hires, employee orientation is a one-time sự kiện that welcomes new employees to your company. It’s more general in focus.
Conversely, employee onboarding is a series of events and trainings (including orientation) that helps new hires progress into successful employees. It’s more job- and department-specific.
All about employee orientation
At orientation, human resources personnel and company leadership formally introduce new hires to your organization. If conducted on-site and in person, orientations are usually conference-room or classroom-style events that bring together new hires from different departments across an organization. For virtual or hybrid workplaces, orientation can take place over videoconference.
Typically, HR and company leadership deliver information through presentations, videos and question-and-answer sessions. Many times, companies schedule time for each of their leaders to greet new employees, introduce themselves and explain their roles within the business.
Ideally, your company should conduct employee orientation within an employee’s first few days of employment.
Here’s a full checklist of what employee orientation typically entails:
- Overview of your company’s mission, vision and valuesMandatory new-hire paperworkDiscussion about benefit plans and enrollment instructionsReview of safety, health, security and any other critical policiesReview of administrative proceduresDistribution of company-issued materials and equipment, such as parking tags, building key cards and laptopsGuided tour of the workplaceRequired general training for all employees on topics such as the code of business conduct and ethical business practicesDissemination of key organizational contacts, such as a designated HR representative or IT
Prior to orientation, it’s a good idea to let new hires know:
- Directions for how to access orientationThe agenda and duration of orientationSpecific items they need to bringContact information for the individual or team conducting orientation
For virtual orientations, keep the following in mind:
- You’ll need to work harder the outset to combat employee isolation. Consider sending new employees welcome packets in advance. These packets may include a small gift, orientation materials or company-branded merchandise.
- Set expectations for the virtual setting, suggesting attendees participate from a distraction-không lấy phí setting with minimal background noise and a strong Wi-Fi connection.
- If necessary, ensure that you have established secure systems and settings so that employees can safely transmit sensitive information contained within their new-hire paperwork.
- You may want to emphasize privacy and security measures for home offices, as well as sound cybersecurity practices for remote workers.
- Keep scheduling in mind; sitting in a virtual session for an entire day is a different experience, and sometimes more exhausting, than being in an in-person setting. The schedule of both options might look different.
All about employee onboarding
Employee onboarding is more of a strategic plan to help new hires understand their day-to-day job responsibilities and work processes through meetings, starter projects and job-specific training, which can help to identify areas for development.
This is the time when they can acclimate to the company culture and start to live out the mission, vision and values they were introduced to in orientation.
They get to know their team members and manager, and learn who to go to for certain questions and work approvals. During this time, it’s critical for managers to schedule regular check-ins with new hires so they can connect face to face and have an opportunity to share feedback. It’s also important for team members to build camaraderie through work or casual activities.
Of course, encouraging strong connections and maintaining engagement is more challenging in virtual or hybrid work environments. A few ideas to onboard new remote employees effectively so they feel included and part of a team:
- Pre-recorded welcome video, with an introduction from each team thành viên, that appears in the new employee’s email inbox on their first dayTeam-wide welcome meeting via videoconferenceVirtual team building that occurs regularlyVirtual lunches or happy hoursRegular check-ins between managers and new employees via videoconference for virtual coaching, sharing feedback and also to get to know each other and build rapport
At the end of the onboarding process, new employees should have the tools, resources and connections they need to be successful. The amount of time this takes can range from three weeks to six months – it really depends on the individual and their role.
Why both matter and provide value
Let’s compare the focus, duration, setup, content, outcome and overall value of orientation and onboarding to highlight the necessity of each.
Orientation
- Focus: Role in the companyDuration: One-time eventSetup: Classroom or group videoconferenceContent: Big pictureOutcome: Ready for trainingValue: Get employees familiar with your company’s mission, vision, values, policies and other general requirements. This enables them to feel welcomed, included within the larger organization and committed to your company as a whole.
Onboarding
- Focus: Role in department or smaller teamDuration: Sequence of events over a longer period of time (months)Setup: On the job (in person or remote)Content: IndividualizedOutcome: Actively contributingValue: Employees gain clarity about their role and are invested in their day-to-day work and goals, with an understanding of how they and their team contribute to the larger picture. They feel integrated within their team and empowered for success. This is the critical first step to fostering long-term employee engagement, while lowering employee stress and reducing turnover.
Summing it all up
Employee onboarding and employee orientation are each critical components in the introduction of employees to a new work environment. They are not interchangeable but, rather, complement each other in the overall goal of increasing employee engagement and helping them feel prepared and ready to work.
Orientation is a one-time sự kiện that welcomes new employees to your company and comprises a checklist of general, mandatory steps to complete. Onboarding is a series of training over a longer period of time that helps employees learn more about their individual role, their team and how their job relates to broader company goals.
For more information about training employees to be their best and empowering them for success, tải về our không lấy phí magazine: The Insperity guide to leadership and management.
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