It is a well-known fact that organizations worldwide scout the campuses of educational institutions to recruit the best talent. But this ‘fresh’ workforce has little exposure to the real work environment and limited knowledge of business practices and regulations. This acts as an impediment in exploiting their full potential.
Many organizations conduct induction programs for these fresh graduates. Since recruitment is a continuous process, considerable sums of money are spent on these programs. However, they are not always very effective meeting their main objective, which is to familiarize the new recruit to the organization.
A survey report titled “Recruitment, Retention and Turnover“, published by CIPD states that 22% of new employees leave their organization within the first six months. Although there could be many reasons for this, a strong possibility may be due to the fact that employees could not integrate well with the organization. Employees might have had questions that the induction program failed to address, leaving room for ambiguity or misinterpretation.
A Case Study of A New Hire Orientation for A Leading IT Services Provider
Many top-notch organizations are using eLearning for business results. Let’s look at a case study of an organization that deployed eLearning initiatives for meeting specific business goals. The case study shared here is that of a new product course for a leading provider of professional services.
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.