PowerPoint Presentation by Charlie Cook The University of West Alabama CHAPTER 5 Student Version © 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part. Setting Your New Hire Up for Success: Orientation

1.Explain the importance of planning new employee orientation. 2.Describe steps you can take prior to your new employee’s first day to begin the process of setting your new hire up for success; identify items to include on a pre-arrival checklist. 3.Explain the importance of discussing expectations held by the new employee and describe strategies for clarifying these expectations during the orientation period. 4.Describe who and what should be included in the new hire’s orientation plan, including both the general company overview and the job-specific orientation. 1.Explain the importance of planning new employee orientation. 2.Describe steps you can take prior to your new employee’s first day to begin the process of setting your new hire up for success; identify items to include on a pre-arrival checklist. 3.Explain the importance of discussing expectations held by the new employee and describe strategies for clarifying these expectations during the orientation period. 4.Describe who and what should be included in the new hire’s orientation plan, including both the general company overview and the job-specific orientation. Learning Objectives © 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.5–2

5.Discuss basic elements of a good orientation training plan. Identify topics to include in the new hire’s plan and discuss the value of a buddy system to help the new employee acclimate to the job and the corporate culture. 6.Identify methods for measuring and reporting progress. 7.Describe the benefits of discussing performance expectations and reviewing the performance appraisal process during orientation. 8.Explain how orientation training plans can be modified to accommodate the virtual employee. 5.Discuss basic elements of a good orientation training plan. Identify topics to include in the new hire’s plan and discuss the value of a buddy system to help the new employee acclimate to the job and the corporate culture. 6.Identify methods for measuring and reporting progress. 7.Describe the benefits of discussing performance expectations and reviewing the performance appraisal process during orientation. 8.Explain how orientation training plans can be modified to accommodate the virtual employee. Learning Objectives (cont’d) © 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.5–3

© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.5–4 The Value of Planning New Employee Orientation Orientation Planning BenefitsOrientation Planning Benefits  Introduces and welcomes new hire  Begins the transition from new employee to contributing team member  Help the new employee assimilate more quickly into the organization  Generates excitement within the team’s current employees and organization.  Leads to higher levels of retention, motivation, and job satisfaction for new employees

© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.5–5 Items to Address Ahead of Time Orientation is more than one day:Orientation is more than one day:  Prepare a detailed list of items new employees must attend to within their orientation period, covering a week, a month, or more.  Determine any forms, documentation, and other information that can be distributed to the new hire in advance.  Identify and secure prior to the new hire’s arrival the resources, equipment, training, computer access, and work space that will the new person need.

© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.5–6 Imagine that you have just been hired for your dream job. Write the announcement that your new company should send to all relevant employees announcing that you have been hired.

© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.5–7 Fostering Realistic Employee Expectations Sources of Frustration for New Employees:Sources of Frustration for New Employees:  Companies and supervisors do not follow through on commitments and promises.  New employees have unrealistic expectations because of faulty assumptions about their jobs. Communication is KeyCommunication is Key  Provide a realistic job preview and detailed schedule.  Put promises and commitments and follow-up in writing.  Communicate frequently and in detail.

© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.5–8 The Company Orientation Plan First Impressions Are Lasting Impressions: The New Hire’s First DayFirst Impressions Are Lasting Impressions: The New Hire’s First Day  Greet new employees and be available  Food is always good  Present sampling of company products to new hire.  Make it an ideal day:  Tour facility  Introduce new hire to coworkers  Review orientation plan and answer questions  Have new hire organize his/her personal work area  Take new hire to lunch  Have new hire spend time with orientation partner  Ask for new hire’s feedback on first day’s events

© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.5–9 Orientation Agenda Items Company background and overviewCompany background and overview  Mission, vision, and goals Employee benefitsEmployee benefits  Health and life insurance  Vacation and personal leave  Employee stock options and retirement plans Hours of operation and important datesHours of operation and important dates  Holidays and other closures Inclement weather policy and procedureInclement weather policy and procedure Emergency preparedness and safetyEmergency preparedness and safety Legal Issues (Company Policies)Legal Issues (Company Policies)  Sexual harassment, use of company property, employee privacy, confidentiality, intellectual property, conflict of interest, and drugs

© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.5–10 Job-Specific Orientation Department’s Mission and Goals Policies and Procedures Job Functions Introductions and Tour Job-Specific Orientation Items

© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.5–11 1.Why do you think it is important to clarify performance expectations during a new employee’s orientation? 2.What unintended or negative consequences do you think are possible if a supervisor fails to let employees know how and when their performance will be evaluated?

© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.5–12 The New Hire’s Perspective Anticipation of the Job Reality of the Job Decision to Stay on the Job What do you expect? Why? What are three things you are most looking forward to in this position? What are three things that you are worried about in this job? Stages of Adjustment for New Hires

© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.5–13 Measuring Progress The 5:15 ReportThe 5:15 Report  Is a reporting tool that allows employees to share significant information with their supervisor in a concise manner.  Should take fifteen minutes to prepare the report and five minutes to read.  Is a way for new hires to proactively report weekly to their supervisors how well they are progressing during their orientation period:  Milestones achieved  Challenges and changes  Future plans

© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.5–14 Goals and Measures Training GoalsTraining Goals  Develop SMART goals in concordance with training plan objectives  Determine who will and when to measure progress Assessing Training Goal AchievementAssessing Training Goal Achievement  Objectively measured progress: can the new hire demonstrate a new skill or articulate new knowledge?  Subjectively measured progress: how skillfully or professionally does the new hire perform assigned tasks?

© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.5–15 Performance Expectations Performance AppraisalPerformance Appraisal  Is the process of evaluating job performance as a basis for personnel decisions.  Helps ensure both that opportunities and rewards are equitably distributed and that prejudicial treatment is avoided.  Helps validate a firm’s job analysis, selection, and compensation decision processes. Why Discuss Performance Appraisal Criteria During Orientation?Why Discuss Performance Appraisal Criteria During Orientation?  New hires are more focused and perform better when they clearly understand what is expected of them.

© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.5–16 Compensation and Evaluations Evaluation for Development Evaluation for Reward Linking Compensation and Evaluation

© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.5–17 Orientation and Training for the Virtual Employee The Travel Option vs. Virtual Orientation and Training Virtual Training, Assessment and Technical Support Issues in Orientation and Training for Virtual Employees Content and Format for the Virtual Orientation

© 2010 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.5–18 TERMS TO UNDERSTAND 5:15 report buddy system compensation corporate culture employee benefits employee orientation expectation feedback milestones performance appraisal pre-arrival checklist training