The McMaster New Employee Orientation Program (NEO). Example of an Orientation Program for New. Objectives of a Core Orientation Program for New Employees. One of the areas that creates the foundation for a great new orientation program. Another example is the new employee orientation program at David Weekley. Employee Orientation Program. Sample Orientation Timeline; Employee Orientation Program. Ensure the new employee has a work space, desk, computer.
New Employee Orientation - Employee Onboarding. New employee orientation is the process you use for welcoming a new employee into your organization. The goal of new employee orientation is to help the new employee feel welcomed, integrated into the organization, and performing the new job successfully as quickly as possible.
In organizations, a core of information exists that you need to share with every new employee. But, depending on the level of the job, the responsibilities of the job. The best orientations have set up these meetings prior to the new employee's arrival. Employee onboarding also includes training on- the- job often with a coworker who does or has done the job. New employee orientation frequently includes spending time doing the jobs in each department to understand the flow of the product or service through the organization. Timing and Presentation of Employee Orientation.
Various organizations do new employee orientation differently. Orientations range from a full day or two of paperwork, presentations, and introductions to a daily orientation program that was effective in one company for years. In the daily orientation program, the manager of the new employee's department set up a 1. It is not effective to hit a new employee with too much information during their first few days of work.
Finally, many organizations assign a mentor or buddy to the new employee. This coworker answers all of the questions and aids the new employee to quickly feel at home. The selection an training of these employees is critical.
John Sullivan, head of the Human Resource Management Program at San Francisco State University, concludes that several elements contribute to a World Class orientation program. The best new employee orientation: has targeted goals and meets them,makes the first day a celebration,involves family as well as co- workers,makes new hires productive on the first day,is not boring, rushed or ineffective, anduses new employee feedback to continuously improve. If your new employee orientation incorporates these six factors, you know that you are on the right path to an effective orientation that both welcomes and teaches your new employees. Also Known As: New Employee Onboarding, Orientation, Induction. Interested in learning more about new employee orientation or employee onboarding? You will find additional information using these resources. New Employee Orientation Resources.
A New Orientation Program for New Employees. Shape Corp, a global company headquartered in Grand Haven, MI, designs, engineers, manufactures, and tests metal and plastic products that absorb impact energy and protect vehicles, their occupants, and pedestrians. Orienting new employees to the company’s safety measures is an important role for human resources in partnership with manufacturing. The Occupational Safety and Health Administration (OSHA), the agency that tracks health and safety statistics about American workers, determined in 2. OSHA- recordable injuries happened to employees with less than one year of service in an organization.
This means that a new employee has a one- in- four chance of being injured during the first year on the job, while the rest of the organization has a one- in- thirty chance of being injured. At Shape, workers compensation premiums were costing the company $1. Experience Modification (E- Mod) factor was .
The lower the E- Mod factor, the better. To improve the company’s safety record and help reduce the cost of their workers comp premiums, Shape decided to re- engineer its new employee orientation program. During the needs assessment, three employee focus groups, of 2. These groups included hourly manufacturing associates (8. At these focus groups, it was discovered that many new associates had little experience working in manufacturing and had begun working prior to any training or orientation.
Some had been on the job for up to two months. While supervisors were required to monitor on- the- job, five- day checksheets, of which safety is a key component, they were often too busy fulfilling production demand to attend to the checksheets. They would postpone the process until they could focus their full attention on training employees. By the time the supervisors were able to focus on training, it was far less impactful than if it had been provided at the new employee’s point of need.
Orienting New Employees (New. Additional Perspectives on Employee Orientation.
Opportunity taken The results of data gathering, coupled with the outcomes of the various focus groups, showed a tremendous opportunity for improvement. It was apparent that human resources should partner with manufacturing to create a more defined process for orienting new employees.
A longer, more structured orientation process was devised. The process was changed from a one- day orientation to a four- day orientation for all new employees, followed by a six- day manufacturing technician (Mfg Tech) course for personnel working in a manufacturing capacity. The four- day orientation includes guest speakers, plant tours, the first steps in a guided mentoring program, web- based training, and instructor- led safety training. The Mfg Tech course consists of lectures, labs, knowledge testing, and performance testing.
Goals of the New Employee Orientation Program. Created an NBC New Employee Orientation email account. All communications to new employees would be sent from this. Employee Orientation Program Guidelines For Effective New Employee Orientation. Employee orientation.
An employee who fails this course is not allowed to work in a manufacturing capacity and may be terminated. Because of the organization’s corporate culture, values, and belief that all personnel should have the same experience, the four- day orientation is required for all personnel, not just those in manufacturing. The Mfg Tech course gives new manufacturing employees the knowledge required to perform their daily duties safely. They learn how to use and work safely with cutting torches, welders, grinders, saws, mechanical power presses, and other machinery. This training is both knowledge- and performance- tested. Anyone who does not pass the knowledge test cannot move on to performance testing.
Anyone who fails performance testing, or did not make it to performance testing, is not allowed to work in a manufacturing capacity. Advertisement. At the same time, new employees take part in a mentoring process with a trained mentor from their work areas. These mentors can provide assistance to new associates in times of need. This further assures that each associate has the knowledge to perform his or her job safely and efficiently. Finally, through the use of psychometrics, the company tests each employee to verify knowledge attainment. This information feeds into structured performance testing, which ensured the new associate will be able to perform actual tasks on the job.
By the time new associates start working in actual positions, nothing they are asked to do is new to them. The re- engineered orientation program allows new employees to grow into their roles in a safe, structured, and monitored environment and ensures they have the skills required to master their duties. Results. Following the 2. OSHA recordable injuries for employees with less than one year of service dropped to a rate of one in thirty- three, better than their counterparts with more than one year of service. In 2. 01. 0- 2. 01.
E- Mod factor of . The orientation program is recognized as a best practice at Shape and has been implemented globally to 1,8. Furthermore, the content of the program is constantly revised through semi- annual focus groups and annual best- practice sharing events. The underlying motive for this practice will not change, and all new employees will be required to be oriented to the organization through the re- engineered onboarding process.