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The Empuls Glossary

Glossary of Human Resources Management and Employee Benefit Terms

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Employee Orientation

Employee orientation is an introduction process in which new joinees or employees get acquainted or familiarized with the culture, their roles in the organization, process, responsibilities, and background of the organization.

Employee orientation is also known as onboarding, which involves certain processes like introduction with co-workers, training and mentoring sessions, and enlightening with important information. This helps the new employees to feel comfortable, informed, and prepared for the roles and responsibilities coming to them.

What is employee orientation?

Employee orientation, also referred to as Onboarding, which is a formal introduction between the new employee and the organization, tends to be conducted in the initial days or weeks of joining. This process helps the new employee to get familiar with the new workplace, which basically includes providing information, resources, and assistance to the new employee to feel comfortable in the new working space and work to their full potential.

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How to orient new employees?

The format of the Employee orientation program may vary. The basic elements are as follows:

  1. Introduction and initiatory greetings
  2. Overview of the company
  3. Policies and protocols
  4. Job focused training
  5. Benefits and perks
  6. Workplace safety
  7. Team introduction
  8. Essential support
  9. Follow-up

      1. Introduction and initiatory greetings: The meetings are conducted by the human resources department, which introduces and makes the first formal greetings to          the manager and the members and co-workers.

        2. Overview of the company: Now, employees are provided with insights into the company’s mission, basic values, and goals to be achieved, and their role will help            in overall success.

        3. Policies and protocols: The policies and protocols are informed, which involves leaving policies, code of conduct, and confidentiality of the data.

        4. Job-focused training: New employees are trained according to their specific job roles, which helps them to upskill and get familiar with the tools and techniques           being used in the organization; this training includes technical training and skill development programs.

        5. Benefits and perks: Employees are familiarized with the certain benefits and perks they would be provided throughout, such as healthcare plans, loans, and other           perks.

        6. Workplace safety: All the knowledge related to workspace safety and any specific health and safety guidelines are provided in the session.

        7. Team introduction: Introduced to their team members and department co-workers, also get familiarized with the mode of communication and interaction sessions.

       8. Essential support: Employees are provided with the resources like organizational sheets, manuals and policies, and tools.

       9. Follow-up: During the orientation, new hires are provided with ongoing support and certain follow-up meets to cross-check with them, as this helps them to feel          supported and get integrated into the company.

What is the major purpose of an employee orientation program?

The major purpose of an employee orientation program is that it allows new hires to get familiarized with the necessary information and objective, which helps in a smooth transition in roles and responsibilities and be an asset to the organization.

It also allows new employees to connect with their colleagues, supervisors, and other members, which helps them to feel engaged, valued, and motivated toward the role.

Why is employee orientation important?

Employee orientation is considered important because of several ways:

  1. Easy onboarding
  2. Clear expectations
  3. Information transfer
  4. Engagement and motivation
  5. Connecting with employees
  6. Productive performance
  7. Job retention

    1. Easy onboarding: This helps a smooth transition in their roles and responsibilities and assimilate with their surroundings to work effectively.

      2. Clear expectations: It helps to ensure the basic job positioning and performance expectations so that they can align with the code of conduct and efforts.

      3. Information transfer: Orientation allows the organization to pass the information to the new hires, which includes mission, vision, and culture, so that they can          contribute to their full potential.

      4. Engagement and motivation: A well-established orientation allows the creation of a positive impression and makes new hires feel engaged, which keeps them          motivated to work towards the goal.

     5. Connecting with employees: Employee orientation allows new employees to build relationships, such as connecting with co-workers, managers, and other          members. This allows employees to have a sense of belonging.

      6. Productive performance: Well- organized orientation fosters new employees to gain knowledge and skills related to their job roles and perform accordingly; this          allows employees to understand tasks and tools through various training and mentoring programs.

      7. Job retention: Onboarding contributes to employee satisfaction, making them feel welcomed and supported. This positive experience fosters them to commit to          long-term relationships with the organization.

Employee pulse surveys:

These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).

One-on-one meetings:

Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.

eNPS:

eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.

Based on the responses, employees can be placed in three different categories:

  • Promoters
    Employees who have responded positively or agreed.
  • Detractors
    Employees who have reacted negatively or disagreed.
  • Passives
    Employees who have stayed neutral with their responses.

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