Introduction
New employee orientation is a process that seeks to meet an employee’s need of learning about the organization. Employees are the most valuable resource of an organization and orientation provides them with the first impression of the organization. Some organizations do not give much priority to orientation, however, some end up spending a lot of the firm’s finances on multiple guest speakers and in developing voluminous handbooks which leave the employees overwhelmed and drained yet with little to show. Employee orientation should address factual information concerning the relationship between the new employee and the organization as well his relationship with the other employees. It handles factual information such as employee compensation, organization policies and procedures as well as history and the organization’s environment (Durai, 2010).
Mistakes done in the Orientation planning process
There are various issues that are evident concerning the recruitment and orientation process at ABC Inc., which led to the situation at hand. They are explained as follows: First, the organization seems not to have recruitment and orientation plan. This can be explained by the manner in which the two processes were carried out. Mr. Carl Robbins, the campus recruiter, seems not to have been taken through an orientation processes in order to familiarize himself with the new employees’ orientation process at ABC Inc. This is shown by how his reluctance, whereby he probably thought that someone was carrying out the drug test and other processes done before orientation (Durai, 2010).
Secondly there was lack of constant communication, which is a key requirement when planning for an orientation process. The campus recruiter should have been communicating with the Monica Carrolls to find out what had been done and what had not. Thirdly, the organization seems not to have an orientation plan and a HR plan. This is shown by how haphazard things are done, whereby a new campus recruiter is allowed to do his first recruitment all alone. In addition, the safety of recruitment documents is questionable, as shown by the missing pages of application forms. Furthermore, availing of training materials and reservation of training materials was not planned and assigned in advance. This is shown by Mr. Carl’s shock on discovering that the room in which the orientation was to be done was already booked for another function. In fact he discovers that nothing had been done with only two weeks to the orientation day (Durai, 2010).
Recommendations for improvement
The following are issues that ABC Inc. should put in to consideration in order to effectively address the problems at hand. First, there is the need for a separate orientation of new managers and supervisors. The organization should ensure that those in the leadership go through a management orientation program and this should be separate from the orientation program of all employees. This will enable them to know the policies and procedures relating to their duties. In addition, being that the managers make crucial decisions on behalf of the organization, it is important that during the transition period they are assigned to someone who will walk them through as they carry out their first tasks (Lawson, 2006)
Secondly, the organization needs to come up with an orientation design and policy. This is important because it helps the organization not to carry the orientation process as a formality but in order to achieve certain organizational objectives as spelled out in the management strategy. This orientation design and policy will help in assigning specific duties and responsibilities to particular individuals or groups. This will enhance accountability. In addition, through the design, timelines can be defined and this helps in monitoring the progress. It also ensures that every material required for the process is availed just in time (Lawson, 2006)
Thirdly, there should be continuous communication to all those who are concerned with the success of the process. These include the new employees, who should know the orientation time and venue in advance, so that they prepare for it. Current employees who have been mandated with planning of the event also need to be updated constantly. However they also need to up date the relevant authorities on what has been done and what has not. As a result, every requirement that is needed will be availed and also challenges that come up can be addressed in due time. For example a certain room that was to be used for the orientation process, might be occupied on the scheduled date. Therefore, the person responsible can look for a different room or the date for the orientation can be changed (Lawson, 2006)
In conclusion, new employee orientation process involves the learning of organizational norms, the employee’s roles and responsibilities as well as co-workers’ expectations. However this process requires planning as this will ensure that all that is needed to effectively carry out the process is available just in time. In addition the organization should have an orientation design and policy as this will be helpful in monitoring the process as well as evaluating its effectiveness. As a result necessary adjustments can be made based on the evaluation done. This will ensure that the process is not just a formality but it contributes to the achievement of the organizational goals.
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