COURSE TITLE
EMPLOYEE ORIENTATION: HOW TO GET EMPLOYEES OFF TO A GOOD START
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OVERVIEW  

One reason people change jobs is that they never feel truly welcome or a part of the organization they join. If a company spends considerable money recruiting, interviewing and perhaps even relocating employees, it makes good sense to go one step further and make the new employee feel like they have made a good decision to come to this company. An effective human resource professional knows that managing employee performance is more than conducting performance reviews or disciplining staff. Performance management begins with an orientation to the organization and the job, and continues on a daily basis as employees are trained and coached. A thoughtful new employee orientation program, coupled with an employee handbook that communicates workplace policies can reduce turnover and save that organization thousands of dollars. Whether your company has two employees or two thousand employees, don’t leave new employee orientation to chance. Give them what they need to feel welcome, know why they were hired, and know how to do the job, and do it right.

LEARNING OBJECTIVES  
  • Understand how important an orientation program is to an organization
  • Identify role of the human resource department in the orientation program
  • Recognize how the “commitment curve” affects both new employees and their managers
  • Know what companies can do to “deliver their promise” to new employees
  • Determine the critical elements of effective employee training
  • Establish the importance of having an employee handbook for new and long-term employees.
COURSE OUTLINE  

  1. Day One

    1. Introduction, Objectives, Agenda
    2. Finding, Hiring and Keeping Good People
    3. Building Employee Commitment
      • The Four Pillars
        • Clarity
        • Competence
        • Influence
        • Appreciation
    4. The Importance of Perception
    5. Fast-Track Orientation
    6. Designing a Successful Orientation Program
      • Using Your Experience
      • Mistakes to Avoid
    7. Eight Orientation Habits of World Class Employers
    8. Obtaining Buy-In
    9. The Commitment Curve
      • Big Picture
      • Stages
      • Application

    Day Two

    1. Ten Characteristics of a Successful Orienation Program
    2. Employee Training
      • Preparing Effecive Training
      • Learning Styles
    3. Learner Needs and Expectations
    4. Working with External Providers
    5. Adult Learning
      • Nine Principles
    6. How to Build and Sustain Interest
    7. Baby Boomer Generation vs. Generation X
      • Understanding Differences
      • Identifying Differences
    8. Creating Employee Manuals
    9. Orientation Checklist
    10. Personal Action Plan
METHODOLOGY  
  • Large group discussions
  • Individual work and reflection
  • Small group discussion, exercises and activities
  • Case studies
  • Simulations
WHO SHOULD ATTEND  
  • HR Personnel, Training & Development Personnel
PRE-REQUISITES

 
  • Completed pre-assignment
DURATION  
  • 2 days
CLASS SIZE  
  • .6 – 20