In my first job there was never a formal orientation for new employees or an introduction procedure in place. On the other hand, at my second job, I was astonished to be part of an hour-long employee introduction plus orientation. The introduction of each employee of the company along with a one-on-one meeting with my Project Manager and team members made me feel really welcome. Besides the introductions, I also had a two-hour session with the HR Manager and his team to know more about the company, its products, services, etc. At the end of the day, I knew about the company, policies, regulations and more.
I wonder how different things would have been if I wasn’t introduced to my manager, teammates and other colleagues. I would have felt unwanted and unwelcome. No wonder, orientation and training of new hire are considered a must these days.
If a new employee leaves before the end of his or her probationary period, the company loses a capable employee to its competitors and increases costs of recruiting and training new candidates. Training and orientation sessions offer the new hire the much-needed knowledge on the various departments, workgroups and interaction amongst them.
Besides lessening the fear, new hire orientation training helps the new employees understand the company, its culture, organizational structure, ground rules, policies and procedures, office timings, products and services, and so on. Also, helps them to build a can-do-it attitude and become knowledgeable about one’s roles and responsibilities.
Investing in a new hire orientation program to increase the new hire’s confidence in his or her decision to join your company will motivate the new hire to produce his or her best work immediately. This will increase the new hire’s chances of continuing with your company in the long run as it infuses a sense of belonging.
A good way to test the effectiveness of new hires’ training and orientation is to give them a short questionnaire or web-based test at the end of the session. To test the effectiveness of the training of the job requirements, it is ideal to wait for a month or two to rank their performance. To appraise the employee on a daily basis, assess his daily job responsibilities, methodology and his code of conduct while dealing with a problem.
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