Module 8 HRDM: Orientation and Physical Working Condition

Module 8 HRDM
Orientation and Physical Working Condition
Mentally Supportive
challengin Colleagues
g
work
Supportive
working
conditions
Equitable Personality
rewards job fits
PRESENTED BY:
GILBERTO S.
CARIÑO, MPA
DPA STUDENT
ORIENTATION OVERVIEW
• Orientation- Definition and Meaning

• Purpose of Orientation
• Orientation programme
• Requisites of an programme effective
• Problems of orientation
• Orientation checklist
• Evaluation of orientation programme
• Employee placement
ORIENTATION
• Definition – is a systematic and
WELCO O BOA planned introduction of employees
ME N RD to their jobs, their co-workers and
organization
• It is also called an Induction or
Onboarding
• Orientation is designed to provide
a new employee with the
information he/she needs to
function comfortably and
effectively in the organization.
ORIENTATION
• As defined by Martirez – refers to
“the assistance given to newly hired
employee in adjusting to the new
work environment which
encompasses the people around
him, the facilities of the
organization, the programs and
services, and technology used in the
production of goods and delivery of
services”
• Should be a process, not an event.
PURPOSE OF ORIENTATION
• To reduce start-up costs (associated with
job learning)
• To reduce anxiety
• To reduce employee turnover
• To save time for supervisors and
• To colleagues develop realistic job
job satisfaction
expectations and
PURPOSE OF ORIENTATION
• The idea is to make the new employee
“feel at home” in the new environment
• Expedite proficiency
• Assist new comer assimilation
• Enhance adjustment to work and norms
group
• Encourage positive attitude
ORIENTATION PROGRAM
• Orientation checklist, employee handbook and
orientation program
• Communicate pride in the company by giving each
new employee an item with the company logo on
it.
• Encourage communication, and a sense of
importance, by inviting new employees to have
coffee or lunch with the company owner or a
senior manager
REQUISITES OF ORIENTATION
• Typically orientation conveys three types of
information:
(i) General information about the daily routine;
(ii) fathers,
A review objectives, operations, history,
of organization’s and product
foundingor
services, as well as how the employee’s job
contribute to the organization needs; and
(iii)A detailed presentation, perhaps, in a
brochure, or the organization policies, work
rules and employee benefits
Three Levels/Stages in an Effective
Orientation
Human Resources
Department
Immediate
Evaluation and Supervisor
Follow-up
REQUESITES OF AN EFFECTIVE PROGRAMME
Human Resource Department
• Educate the attendees about the

history, financial performance, and
marketing initiatives of the company
• Brief history and operation of the
company
• Products and services of the
• company
Company’s organization structure
• Location of the department and
employee facilities
• Rules and regulations and daily work
routines
• Grievance procedures
• Safety orders and disciplinary
procedures
• Terms and condition of service including
wages, working hours, overtime,
holiday etc.
• Suggestion schemes According to Legaspi, “a poorly
• Benefits and services for planned program may have a
negative impact on the expected
employees adjustment of the new employee
• Opportunities for training, to the work environment.
Dysfunctional behavior may occur
transfers promotion, etc. from a poorly planned or non-
existent orientation program”. For
instance, a new employee may “be
sent on errands” even if these are
not part of the job description or
workload.
Immediate Supervisor
According to
• Orient the new employees on the Legaspi, “at this
following: stage, the
supervisor
(a) Operation of the should see to it
department/section that the new hire
(b) Job requirements should be
socially accepted
(c) Performance and by the work
expectations group”
specific rules
Evaluation and Follow-Up

• Evaluation and Follow-Up usually conducted by the HR
Department in conjunction with the Immediate
Supervisor
(a) Immediate Supervisor work closely with the
new employee to clarify information
(b) To see to it that new employee is
integrated into the work group
(c) HR to conduct follow up interview at the end
of six weeks to see how well the employee is
adjusting to the work environment.
REQUESITES OF AN EFFECTIVE
PROGRAMME
According to Mondy and Noe, as cited by Legaspi,
“new employees characteristically have enthusiasm,
creativity, and commitment. Much of this can be lost
through an inept orientation program that fails to
integrate new hires into the work group. On the other
hand, an effective programs enhances the
employment relationship and provides the foundation
for employee motivation, commitment, and
productivity”
POTENTIALS ISSUES OR
PROBLEMS OF
• ORIENTATION
To much paperwork
• Information overload
• Information irrelevance
• Scare tactics
• To much selling of the
• organization
To much one-way communication
• One shot mentality
PROVISION OF GOOD WORKING
CONDITIONS
• Working Conditions – (Legaspi)
refers to the space allocation in
the office, physical layout,
temperature of the work place
and safety of the surroundings.
• Space allocation and Physical
layout help in the adjustment
period of the new employee.
Enough space to work in can
make the employee
comfortable.
PROVISION OF GOOD WORKING
CONDITIONS
• Cool temperature in a work
place also be a good beginning
for the employee to be
productive on the job. A hot and
stuffy place could reduce worker
efficiency.
•
Safe surroundings will be
reassuring to a new employee.
Anxiety and feelings of insecurity
will be reduced if the new
employee feels safe in the work
environment.
REFERENCES
Legaspi, P: Human Resources

Management
Shatuya R. et al: Employee

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Module 8 HRDM

Orientation and Physical Working Condition

• Orientation- Definition and Meaning

Human Resource Department

• Educate the attendees about the

Evaluation and Follow-Up

Legaspi, P: Human Resources

Shatuya R. et al: Employee

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