Hi:
I work in US with a Direct Mail Company. I am looking forward to set up a New Hire Orientation Process, hence would like to know what an ideal orientation / induction process constitutes of? Also, what other steps are involved after an offer has been made to an employee till his start date.
It would be nice if you all can share your experiences or if you have any new thoughts that can be implemented.
Thanks in advance
Regards,
Shweta
From United States, Newington
I work in US with a Direct Mail Company. I am looking forward to set up a New Hire Orientation Process, hence would like to know what an ideal orientation / induction process constitutes of? Also, what other steps are involved after an offer has been made to an employee till his start date.
It would be nice if you all can share your experiences or if you have any new thoughts that can be implemented.
Thanks in advance
Regards,
Shweta
From United States, Newington
If you don't know basics of Induction its strange that you work in US but you don't even seems to have knowledge to work in SOMALIA or KENYA....:icon1:.
This is not big deal log on to any of the Google Search Engine and find Induction Policy of many companies.........from US and world over.
Rashid
From Saudi Arabia
8This is not big deal log on to any of the Google Search Engine and find Induction Policy of many companies.........from US and world over.
Rashid
From Saudi Arabia
Rashid, you might want to read my post again. What I was looking for is new ideas or best induction practices across companies.
Don't tell me what I deserve. After reading your comment one thing is for sure that Critics like you don't deserve to be in HR.
Well I don't post too often in Cite HR, but I regularly visit the site to see contemporary issues and challenges in HR.
However, this response from a senior has been very disappointing.
Shweta
From United States, Newington
Don't tell me what I deserve. After reading your comment one thing is for sure that Critics like you don't deserve to be in HR.
Well I don't post too often in Cite HR, but I regularly visit the site to see contemporary issues and challenges in HR.
However, this response from a senior has been very disappointing.
Shweta
From United States, Newington
Shweta,
I am working on improving the orientation process for my organization as well.
I believe that an Ideal orientation process takes care of employees needs from the time the offer is made and till his probation period ends. Also, while designing the process one needs to keep in mind the business nature of the organization, size of the organization and the frequency with which you hire.
For example:
Our company is a HR service provider and we do not hire people in batches. Hence having an elaborate orientation plan is useless. I am listing some parts of the orientation process which I believe can be termed as best practices:
-We make sure that the employee is well aware of the parking arrangements, repoting time and other necessary details which can help him reach the office on the first day.
-The HR manager gives the employee an overview of the company policies, procedures and structure
-Tour of the building is arranged and formal introduction is made with key indivduals
-The employee has tea or lunch with the CEO and his Segment lead.
- The plan also lays done steps to be taken after a week, month and quarter
- We also make sure that the new hire's work station and everything he/she needs is ready and functioning before his arrival
Hope this is useful.
Regards
Nashia
From Pakistan, Karachi
I am working on improving the orientation process for my organization as well.
I believe that an Ideal orientation process takes care of employees needs from the time the offer is made and till his probation period ends. Also, while designing the process one needs to keep in mind the business nature of the organization, size of the organization and the frequency with which you hire.
For example:
Our company is a HR service provider and we do not hire people in batches. Hence having an elaborate orientation plan is useless. I am listing some parts of the orientation process which I believe can be termed as best practices:
-We make sure that the employee is well aware of the parking arrangements, repoting time and other necessary details which can help him reach the office on the first day.
-The HR manager gives the employee an overview of the company policies, procedures and structure
-Tour of the building is arranged and formal introduction is made with key indivduals
-The employee has tea or lunch with the CEO and his Segment lead.
- The plan also lays done steps to be taken after a week, month and quarter
- We also make sure that the new hire's work station and everything he/she needs is ready and functioning before his arrival
Hope this is useful.
Regards
Nashia
From Pakistan, Karachi
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