Employer Resources
Orientation
Before you set up a new employee orientation program, you must understand that orientation and training is not the same thing, each has a different purpose. Orientation is the process of communicating to a new employee the duties of the job and how to accomplish them. Training is the process of building the specific skills necessary to carry out the job duties explained during the orientation. It has been said that ‘the more time invested in planning for successful workers, the less time spent later correcting problems.’
It is not necessary to have an elaborate orientation plan; a simple orientation will still achieve the results required if it is well thought out. An effective orientation will ensure the new employee feels comfortable and understands the behaviour and work ethic needed to become successful. The program should include everything an employee needs to know to develop a comfort level with the company and be a productive team member. While everything may not be covered in the first few hours there must be a planned methodical process to ensure the employee understands what is expected. The following is a guide for the development of an orientation plan.
Each employee’s orientation should be tailored to the individual’s skill, experience and position. When developing an orientation plan you should consider covering:
- History – give a perspective of the industry and company
- Company organisation – explain the parts of the organisation and their functions
- Organisational relationship – describe how positions, departments, and management relate to each other and how the new employee fits in
- Employee philosophy – explain how employees are treated and how they are expected to treat others
- Customer philosophy – explain your company’s philosophy about customers
- Product/Services – describe products or services offered, and the geographic area covered
- Tour of the location – Include information on break areas, restrooms and locations of where food and beverages are permitted. Explain the smoking policy
- Employee’s position – Define responsibilities, duties, essential job functions, and expected level of performance
- Dress Code – Explain both written and unwritten rules for dress and appearance
- Work Time – review starting, finishing, break and lunch time procedures, as well as how employees clock in and out and keep time
- Store or office procedures – Explain the specific ones the individual must know, such as security and safety
- Assistance from management
- Assistance from peers – Explain any peer assistance program you have (if any) and how it works
- Employee’s questions – Ask the new employee “Do you have any questions?”
