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    New Employee Orientation Guide: 90 New Employee Orientation Ideas for Human Resources Professionals
    New Employee Orientation Guide: 90 New Employee Orientation Ideas for Human Resources Professionals
    New Employee Orientation Guide: 90 New Employee Orientation Ideas for Human Resources Professionals
    Ebook71 pages53 minutes

    New Employee Orientation Guide: 90 New Employee Orientation Ideas for Human Resources Professionals

    By Alisa Charles

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    About this ebook

    If you are looking for some new ideas for your new employee orientation program, here are 90 ideas you can use right now before your next new hire quits.

    With all the demands and ever changing priorities in Human Resources today, it can be difficult to dedicate the time to focus on the new employee orientation process. While many will agree that having a strong orientation program for new hires is important. It often times can fall through the cracks, thus leaving the new hire in some cases, left to orientate themselves.

    This guide will provide you with ideas that will:

    •Generate excitement and make your new employee feel good about their decision to join your company
    •Assist your new hire in learning the culture and values of your company quicker
    • Communicate expectations earlier in the process to ease anxiety and stress about starting employment with a new company
    •Make your new hire feel as they are already a valued member of the team

    Inside the New Employee Orientation Guide:

    1) Several suggestions and ideas to assist you in ensuring you have the orientation BASICS covered.

    2) Additional orientation ideas that are much more CREATIVE and will help your program go above and beyond in making your new hires feel welcomed.

    3) Includes even BIGGER ideas that can transform your orientation process into the program you've always wanted it to be.

    Also included is a 6-step plan to assist you with implementing the ideas that will work best for your organization.

    LanguageEnglish
    PublisherAlisa Charles
    Release dateNov 6, 2016
    ISBN9780989538527
    New Employee Orientation Guide: 90 New Employee Orientation Ideas for Human Resources Professionals

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      Book preview

      New Employee Orientation Guide - Alisa Charles

      Introduction

      You have probably heard of a phrase similar to, You only get one chance to make a first impression. As human resources professionals, we know that this is also true about the first impression a company can make with a newly hired employee. From the time the employment offer is accepted, up to the first year of employment, there are so many opportunities in between to impress your new hire and make them feel a part of the team.

      The objective is for a company to make a positive impression on their newly hired employee very early in the process. However, some orientation programs consists of simply having them arrive to work on their first day to spend two to three hours completing paperwork, watching a video, and receiving a two minute instruction on their job duties. Then they are left to figure out the rest on their own.

      In a case like this, a new employee may feel that a positive orientation experience was not created for them. In fact, it would be almost certain that in this scenario, a new hire would not feel very welcomed to the company or motivated to become a part of the team.

      As you think about your own orientation process, perhaps you feel that you have a pretty good program in place now, and you are simply looking for a few ideas to enhance your current program. Or maybe you are the HR leader within your organization and looking for a tool to share with your team on new employee orientation. Or you may have a process that is similar to my first example on orientation and looking for a change.

      Whatever the case, the information contained in this guide will be helpful in developing the orientation program that will be the right fit for your company. Whether you are a part of a large organization or a small business, there are ideas you can use for your specific program. You will be able to take away several ideas to consider and to share with the other members on your team. You can then partner with your team to create a great experience for your newly hired employees.

      My Thoughts on the Orientation Process

      Very early in my career I was in charge of the orientation process at my office. The best way to describe my approach at that time was I winged it. I was new to the company and for the most part was only aware of reviewing the handbook and providing the paperwork for new employees to sign. There was no real plan. Needless to say, I have been a part of many new hire orientations since then and have many ideas that I have picked up along the way to share with you.

      I am sure you will agree that the orientation process is more than just a few hours of completing paperwork and watching a video or two on a person’s first day. It’s the opportunity to ensure that your newly hired employee starts off on the right foot with all the tools and information needed to be successful. Without a comprehensive process in place, you are at risk of not having a very satisfied or motivated new member on your team.

      In general, a typical orientation program focuses on the company, including its history, goals, mission, values, and culture. It may also include some basic tasks such as completion of forms, payroll information, a tour, videos, and review of general policies and procedures. This is usually followed up by departmental information and training, and any additional training on internal systems, programs, products, and/or services.

      However, the challenges that many HR professionals face with the orientation process can be summed up into five major areas:

      1) The specific objectives of the orientation program have not been clearly defined.

      2) The different needs of each individual new hire may not always be considered.

      3) Lack of consideration that the process may cause anxiety or stress for some new hires.

      4) The information being provided may not be delivered in the most effective manner.

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