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POSOCO's Orientation Programme: (Type Text)
POSOCO's Orientation Programme: (Type Text)
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Why Invest in an Orientation Programme? It would be beneficial to POSOCO in different ways: Return on Investment- The learning by the concerned new joinees and their socialisation justifies. It would be a value addition to their skills. This programme will also serve to build a spirit of camaraderie amongst the new joinees and create synergies across the regions. Orientation Programmes are one of Best HR Practices followed by numerous Fortune 500 Companies and their experiences have been positive. Such a programme would be Institutionalisation of Best Practices It creates a good first impression and helps in employee motivation and retention. New Joinees can more quickly assimilate the workplace culture, and thus be more productive and perform better when they are finally posted. The knowledge garnered and provided by the organisation and the systems in place.
He who would learn to fly one day must first learn to stand and walk and run and climb and dance; one cannot fly into flying. - Friedrich Nietzsche Friedrich Nietzsche
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Why a Separate programme POSOCO? POWERGRID has a comprehensive ET Training programme which covers a wide array of topics, however, since Power System is a specialised faculty, and a separate organisation with its own culture and core values, a concise separate orientation programme is warranted as it would help the new employees in knowing the organisation and the faculty in a more effective manner and relate themselves better to the organisation and its culture. .
What is the time/ cost implication of such a programme? Duration of the Programme: 45 Days Costs involved: Travelling Cost Accommodation Cost Opportunity Cost (both trainee and trainer) Training Cost Miscellaneous Cost Time Investment in organising/ coordinating and delivering lecture.
Information related POSOCO, such as its vision, priorities, values, structure and culture
Information related to the employees role and responsibilities, their immediate work environment and their terms and conditions of employment
This orientation will be endeavour to be a complete package including all Corporate, Department and Job related orientation It will be including general orientation along with technical & outbound training as well as visit to NLDC, RLDCs & substations which will result in better understanding of functioning & procedures carried out at POSOCO. Also, outbound trainings would be included which would help new employees to interact among themselves and with their superiors, too, which would help in strengthening their bond with the employees as well as the organisation.
Live as if you were to die tomorrow. Learn as if you were to live forever - Mahatma Gandhi
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Motivation
Confidence
Benefits of Abhinandan
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Flow of Programme
Expectation Setting
Programme Feedback
Expectation Setting:
Clarifying Expectations (both ways, organisations and new joinees) - starting a dialogue Orientation Programme Objectives: Welcome the individual to the organization, workplace, and the position Familiarize new employees with the POSOCOs policies Define and clarify work assignments, roles, and responsibilities Build positive connections between the employee, co-workers, and the organization Make workplace resources readily available to the newly-hired individual Speed up the adaptation process by helping new employees feel comfortable in the organization Introduce Anubandh (Mentor/Mentee Programme) to new employees Provide information about performance management Provide useful skills to new employees to help them perform better at their respective jobs
It is better to do your own duty, however imperfectly, than to assume the duties of another, however successfully. - Bhagwadgita
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Role of Superiors: Provides factual information and clear and realistic performance expectations Emphasize the employees likelihood of succeeding in the organization Encourages newcomers acceptance by co-workers Providing (or arranging for) training in job specifics Buffering the newcomer from demands outside the work group for a period of time to facilitate job learning Providing challenging initial assignments Conducting timely, constructive performance evaluations Diagnosing problems at work that create conflicts Using the newcomers arrival as an opportunity to reallocate tasks or redesign work to improve effectiveness and employee satisfaction with the work system
Role of Co-workers: Provide support, information and training Help to learn norms of workplace
We are made wise not by the recollection of our past, but by the responsibility for our future. - George Bernard Shaw
: POSOCOs Orientation Programme Page 6
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Day 1 A very important and first step in the orientation process is welcoming the new employees. It would focus on introducing employees to the POSOCOs history, vision and mission, goals, policies and future plans to make them comfortable to the new environment.
Tea Break (11:00 AM- 11:30 AM) Afternoon Session (11:30 AM-1:00 PM): Organizational Structure Future Growth Plans
Lunch Break (1:00 PM-2:00 PM) Evening Session (2:00 PM-4:00 PM): Company policies and procedures:
- Reporting procedures - Escalation Matrix - Expense claims Break (4:00 PM-4:15 PM) Assessment (4:15 PM-5:00 PM)
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Day 2 A good impression of first day would help the new employees be more enthusiastic about the second day of the orientation which would be focusing on interaction between the management and the new employees through different techniques.
Sessions during the day: Morning Session (9:30 AM-11:00 AM): Explanation of benefit package:
Tea Break (11:00 AM- 11:30 AM) Afternoon Session (11:30 AM-1:00 PM): Interactive Session: Activities to improve interaction among employees Activities to know more about the new employees Encourage interaction between management and the employees
Lunch Break (1:00 PM-2:00 PM) Evening Session (2:00 PM-4:00 PM): a day in the life of description of a typical day for the new hires position Describe job responsibilities and performance expectations Introduction to 'Anubandh' (Mentor- Mentee Programme)
A man only learns in two ways, one by reading, and the other by association with smarter people. - Will Rogers
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Programme Feedback
Evaluation is an important part of the process to find out if the objectives of the orientation programme has been met or not & if it has been an effective orientation. To analyse the effectiveness of Abhinandan supervisors and new employees would be asked to fill a questionnaire.
Rating*
2. Did it provide you with valuable information to help you do your job? 3. Did it help you understand more about the organisation and its people? 4. Did the people you meet know their stuff? 5. How was the quality of information provided? 6. Did the programme meet your needs? 7. How did you find the structure of the programme?
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