How to Develop Employee Orientation Programs

Once an employee accepts an employment offer and is ready to start her new job, she should spend some time with a human resources representative or someone comparable to get to know her new employer. The orientation a new employee receives when she starts a new job can set the tone for her work experience. The Human Resources Department usually conducts the general orientation, and the employee's supervisor provides ancillary training for job-specific details.

Things You'll Need

• Copy of employee handbook or copies of policies

Instructions

1. Provide an overview of the company's background: its history, its founders, any pertinent details of its evolution and the company's current focus or mission statement.

2. Discuss the organizational structure, including the distribution of divisions or departments as well as an overview of their functions.

3. Explain the team or department structure the employee or employees will be working in and how their responsibilities fit into the organization's mission.

4. Discuss the employee handbook. The employee can read the details on his own time, but you should cover specific policies such as payroll schedules and policies against discrimination, sexual harassment or nepotism.

5. Discuss daily operation details: business hours, entering and exiting the building, security procedures, parking and any other information a new employee should know.

6. Provide the employees with a list of internal resources and contacts such as Human Resources, Accounting, Information Technology and Facility Services.

Tips & Warnings

• Share the orientation plan with the employee's supervisor to see if there are any other areas that he or she would like you to cover. Provide an evaluation form for participants to give feedback about what information was most helpful and what was lacking.

References

• Employee Orientation Checklist by Projects, Inc.

Resources

• Sample Form for Employee Orientation