Successful staff orientation [Jan. 2005]

SUCCESSFUL STAFF

ORIENTATION

Georgia Department of Labor

Michael L. Thurmond, Commissioner

Regardless of the size of your business, every organization will benefit from an orientation for new employees.

their departments and how each unit relates to the organization as a whole.

Purpose of Orientation
A well-planned organizational orientation should be designed to: z Help the employee form a positive impression and create
more concern about the quality of work z Emphasize what the employees can expect from the
organization and what the organization can expect from them z Expose the employees to the overall function, structure, status, philosophy and goals of the organization z Help individuals see the "big picture" and assist them to develop a sense of commitment to the organization, and help them plan for their future in the organization z Make the new employee feel welcome and knowledgeable about their new work environment
Participants
The start of a good training program is having a planned session. z All new employees should be required to attend the
orientation sessions z Orientations should be planned as soon as the start date
has been confirmed z The supervisor or manager should plan for a free day to
spend with the new worker z A package of information and a planned agenda should be
in place for the hours or days of the orientation
Who Conducts the Orientation
Departmental representation should be involved in the orientation planning and process. Included should be: z A Human Resources representative, managers, supervisors
or a designated staff person should coordinate the entire program z Experts for topics such as benefits, training, performance reviews and growth opportunities z Officers from major departments to discuss the roles of

Location and Timing
Employees should be encouraged to attend orientation as soon as possible, preferably on the first day of work. The location and setting of the orientation are equally important: z Orientations should be scheduled as soon as possible z The location should be centrally located and convenient
for most employees z The room should accommodate the number of people
scheduled to attend easily, but not too large z Orientation should last anywhere from one to five days
(depending on size of organization) z A minimum of thirty minutes should be allowed to ask
questions, make observations of how the day went and review the next day's agenda
Content
The content of the orientations should include: z Work schedules and overtime z General expectations of all employees z Office rules and regulations z Pay schedules z Employee services offered z Safety and security practices z Insurance and pension plan z Vacation, holiday, personal days and sick leave z Job posting and growth opportunities z Transfers and promotions z Overview of organization history z Vision and mission statement z Salary incentive plans z Job duties and responsibilities z Training and development z Performance plans and evaluation process z Departmental responsibilities and structure z Disciplinary and grievance procedure z EEO and affirmative action policies z Other items of interest to employee and employer

DOL-4452 (1/05)

Employee Handbook
An employee handbook should be provided to all staff. z It provides a written declaration of a company's commit-
ment to fair employment practices z It expresses the basic philosophies of management z It serves as a basic communication tool pertaining to
various areas of work z It outlines company rules and requirements and clarifies
company expectation of employees z It outlines the benefits and privileges of working for the
organization
Format
Orientation information can be presented in a variety of ways. It is a good idea to present using a variety of methods to impart the information to the new staff. Methods can include: z Lecture by one or more speakers z PowerPoint z Transparencies and charts z Film, slides and videotapes z Question and answer periods z Tours

Cyberspace Orientation
This is for new employees to access relevant information from an internal HR Web Page. The site is... z helpful when a standard orientation is not practical z viewed as a support measure until employees can attend
the traditional orientation program.
Evaluate Success of Your Orientation Program
Obtain feedback from participants by surveying at the end of each session as well as presenters and managers of staff.
z Orientations should be evaluated in terms of content and presentation, and overall results
z Provide evaluations to managers of new employees about three months after initial orientation for feedback
The purpose of an orientation program is to help new employees feel welcome and knowledgeable about the organization. Careful preparation of the orientation and all the segments will ensure better employer employee relations.

Visit our website at www.dol.state.ga.us
Equal Opportunity Employer/Program z Auxiliary Aids & Services Are Available Upon Request To Individuals With Disabilities