Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
New Employee Orientation
Preparing an effective and welcoming greeting and initial orientation
An employer has a well-thought-out approach to welcoming a new hire
Most new hires are nervous and unsure of how well they will fit in It is the duty of HR department to have a step-by-step plan in place in order to assure a smooth entrance for the new hire
The supervisor's checklist must be thorough: make the new hire comfortable
>Before the new employee arrives in the building:
Tell everyone that a new employee is arriving and what that person's job and duties will be
Have a very interesting first day of activities all planned out in advance; make fun tasks to orient the new hire to the culture
Have a printed 3x5 cards ready with job description, performance standards, organizational chart
Be certain that new employee's work station is totally prepared, clean, organized, and the software and all computer technologies are set up in advance to be used immediately
Never make the new hire sit and wait for an IT professional
Draft a thorough training plan for the first few months of the new employees' on-the-job duties and responsibilities
>On the first day the HR supervisor should:
Warmly welcome the new employee
Give a tour of the facilities, provide keys, and introduce the new employee to other staff members; assign a "buddy"...
y" to assist the new employee and answer daily questions
Point out restrooms, refreshments, break areas
Arrange to have lunch with the new employee, during which time the job description can be reviewed and the organizational chart for the department can be presented
Present specifics: email, phone, internet use; resources in the office; accountability; confidentiality; staff meetings; customer service philosophy and company mission statement; ethics
>During the first week of employment:
Set up a meeting between new employee and department head; complete all the required paperwork
Review all personnel policies and procedures
Present all details as to benefits, health insurance; complete paperwork
Explain time cards, vacations, sick days, parking pass, weekend and after-hours access to facilities
Review office safety issues and office supplies, mail, copy machine and fax usage
THREE: Some principals and ideas for best possible new employee orientation
>A very good employee orientation includes:
Making the very first day a celebration for the new employee -- this is the first day and that's cause for joy!
Targeted immediate goals for the person to strive for, along with an understanding as to how other new hires have been trained effectively
Introducing the new hire to other new hires, to those employees that…
Works Cited
About.com. (2011). Tips for a Better New Employee Orientation. Retrieved October 23, 2015
From http://humanresources.about.com.
University of California Berkeley. (2012). Guide to Managing Human Resources / New
Employee Orientation. Retrieved October 23, 2015, from http://hrweb.berkeley.edu.
New Employee Orientation on Employee Satisfaction and Retention One of the most integral parts of successful and efficient business production is associated with employee satisfaction. Employee satisfaction can be achieved through a systematic and successful delivery of employee training and orientation. "Starting a new job with a new employer is difficult not only for the new employee but also for the employing organization. This is true regardless of the new
It's a common problem and luckily it is one which can be fixed if it's addressed properly. Alternatives One of the best solutions to procrastination and rampant disorganization is to get the person in question to admit that he has a problem and to get him to admit that he's preventing himself from functioning at his highest level of productivity and success. Introducing general organizational skills to Carl could be a crucial
Nursing Administration-Staffing A strategy for recruiting nurses for the acute care units The effect of the nursing shortage crisis combined with higher patient acuity has become a crucial concern for the nursing management team. This relates largely to the balancing patient needs with staffing needs. Nurse executives at hospitals contribute to the shortage of women having numerous opportunities outside the health care industry and to inadequate compensation for work done. However, diverse
LUKE Human Resource within the Company Human resources: Luke & Associates Three of the most critical ways in which a human resource department can leverage a competitive advantage for an organization is through the processes of recruitment, retention, and continuing development of new employees. Particularly given the technical demands of Luke & Associates, it is critical that Luke uses innovative strategies to recruit top-flight employees. Successful IT companies such as Google have made
Employee Motivation in Global Economy Motivation is the key to success in every organization regardless of the nature of work in which it is involved. This is because employees today are no longer the 'hired hands' of organizations but are instead viewed as human capital that is essential for long-term success of the firm. Every organization therefore believes in extracting the best out of this capital and for this purpose motivation
Similarly, employers may take advantage of this lack and not inform workers of their right to knowledge of the company's policies and procedures regarding safety features. It is also possible that individuals, particularly those working on a temporary contract basis, are afraid to be replaced when they raise health and safety concerns. Therefore these individuals prefer to take the risk for the sake of the income generated. In the beach environment