HRM Story in a Nutshell (Part 2)

HRM Story in a Nutshell (Part 2)

This is the second episode of HRM in the Nutshell

We heard what Jonathan and Rachel had to say about the topic of Employee Orientation and Induction which is one of the Core functions of HRM.

You could have already added your own views about the topic on Employee Orientation and Induction.

In this blog I would share some of the secrets of what other companies do with regards to Employee Orientation and Induction.

I need to clarify the Objective of Employee Orientation and Induction, which in the Nutshell are as follows:

1. To create a “great employee experience” for the new employee

2. To ensure that the new employee has a good start at the workplace, and be properly equipped to excel on the Job

The following are random examples of what some companies do for Employee Orientation and Induction. There are companies that adopt a combination of the practices as indicated below:

a. The new employee spends the first four weeks moving around from one department to another to observe what goes on in each department, to be introduced to the key persons in each department, to understand what each employee can do in the best interests of the company, to feel as a part of one big family, to feel the spirit of camaraderie, to feel that the company cares “by actions and deeds”, etc. The arrangements are coordinated and carefully planned and structured by the HR Department.

b. The new employee is allocated a buddy for one to three months from the date he/she joins the company. The appointed buddy is usually from another department. The role of the buddy is to ensure that the employee is taken care of in the first one to three months, which would include frequent communication throughout the day, to be initiated by the new employee’s buddy, to answer whatever questions the new employee has, as well as to ensure that the new employee learns the right things about the company, and has the chance to have ample knowledge and facts about the company, his/her work, etc. to enable the new employee to make better decisions.

c. The new employee is treated with full attention by the immediate supervisor who would go out of the way to have frequent discussions with him/her to inculcate the team spirit and support needed. The supervisor would set specific tasks for the new employee and make efforts to assist the employee to meet the targets set.

d. The new employee has a scheduled plan to move from one department to another in the first two weeks of work to talk to the HOD’s on a “one-on-one” basis. Discussions are structured and prepared, aimed to share knowledge of what each department is doing and how the new employee can help to support the department in the interests of teamwork and to achieve the desires of the Company.

e. The new employee is personally attended to by the HR representative for the first three days upon joining the company. HR representative who would show the employee as much of the company as required, as well as to spend time with the new employee to go through the HR related programs, including employee handbook, terms and conditions of employment, do’s and don’ts, procedures and relevant information pertaining to employee grievances, salary administration, performance appraisals and performance management, employee training and development, employee communication and feedback, company’s newsletters, industrial relations (whenever applicable), etc. The HR representative would spend time to show the employees whatever available information about the company on PPS slides, corporate videos, and other printed media.

f. The new employee would attend the Meet the People’s Session headed by the CEO of the Company. In such session the CEO would share the Company’s Vision, Mission, and Goals, to be followed by all HOD’s who would also share their departmental goals and objectives as well as to formally welcome the new employee. Such an activity needs time to organize and usually would be carried out on a routine basis once a month. Usually to gather together a group of new employees.

Two questions came to mind when I reflected on the above:

1. What is your opinion on Employee Orientation and Induction?

2. Regardless of what your Company’s Policies may be concerning Employee Orientation and Induction, if you are the person in charge, what are the three things which you would do to create a “great employee experience” for the new employee?