Orientation or Induction

1. ORIENTATION
JONATHAN VINCENT
M.B.A. (S-2)
ROLL NO. 16

2. ORIENTATION
“Orientation is a systematic and planned introduction
of employees to their jobs, their co-workers and the
organization.”
Typically Induction(orientation) conveys three
types of information
 General information about daily work routine.
 A review of the organization’s history
 A detailed presentation, perhaps in a brochure of
the organization’s policies, work rules and
employee benefits.

3. OBJECTIVES
 To help new staff form positive first impressions, that he/she
belongs to the company, feels welcome and supported;
 To assist in understanding the culture and values;
 To improve staff efficiency, work standards, revenue and
profits;
 To improve staff morale

4. Why Induction/Orientation
 Accommodating employees
 Becoming Insider
 Overcoming employee anxiety
 Overcoming reality shock
 Reducing employee turnover

5. What to Induct/ Orient
 A current organization chart of the company
 Map of facility
 Key terms unique to industry, company and the job
 A copy of company’s policy hand books
 List of benefits
 Telephone numbers and location of key people and
operations
 Sample copies of the company’s publications etc.

6. Types Of Orientation Programme
 Formal and Informal Orientation
 Individual and Collective Orientation
 Serial and Disjunctive Orientation

7. FORMAL VS. INFORMAL
ORIENTATION
Formal Orientation Informal orientation
Formal orientation has a
structured programme
In informal orientation
employees are directly
put on job.
Formal programme
helps a new hire in
acquiring a known set of
standards
Informal programme
promotes innovative
ideas. Choice depends
on management’s
goals.

8. Individual vs. collective Orientation
Individual Collective
Individual orientation
preserves individual
differences. Individual
orientation is expensive
and time consuming.
Collective orientation is
likely to develop
homogenous views.
Collective orientation is
less time consuming
smaller firms go for
individual
Large firms normally
have programmes.
collective orientation.

9. Serial vs. disjunctive Orientation
Serial Disjunctive
An experienced
employee inducts a new
hire in case of serial
orientation.
In case of disjunctive
orientation new hire do
not have predecessors
to guide them.
Serial orientation
maintains traditions and
customs.
Disjunctive orientation
produces more
inventive employees.

10. WHO SHOULD CONDUCT OR BE
ACTIVELY INVOLVED IN AN
EMPLOYEE ORIENTATION
 Members of HR
 Members of management
 Experts in Specific fields

11. How To Orient Successfully
 A systematic plan should be followed.
 A check list of points to be included in
orientation should be prepared.
 An orientation booklet should be provided.
 Anyone who is promoted or transferred from one
job to another should also be oriented.
 The aim should be to convey a clear picture of
the working of the organisation.

12. Problems Of ORIENTATION
 Busy or Untrained supervisor
 Too much information
 Overloaded with paperwork
 Given menial tasks
 Employee thrown into action soon
 Wrong perceptions of employees

13. HOW TO MAKE ORIENTATION
PROGRAMME EFFECTIVE
 A warm and friendly welcome will reduce the possible
problems
 Involvement of Top Management
 Determination of Information Need of the new
employees
 Planning the presentation of information
 A phased induction programme would place the new
employee at ease