SAVAGE:-

What is orientation training?

Orientation is the process of introducing new employees to their responsibilities, co-
workers and workplace. An effective orientation training helps people feel more
comfortable within their new roles, teams and departments, while also making them aware
of company expectations and policies. Orientation allows new hires to ask questions or
address any concerns. It also is intended to help them feel more comfortable in their roles.
Typically Orientation/ Induction conveys three types of information
 General information about daily work routine.
 A review of the organizations history.
 A detailed presentation, perhaps in a brochure of the organization’s policies, work
rules and employee benefits.

Objectives
 To introduce with the goal and objectives of the organization.
 To enhance the interest of employees towards the organization.
 To create a positive attitude towards the organization.
 To build the morale of employees.
 To raise the potentiality of the employees.
 To help the new employees to adjust themselves with the organization.
 To encourage the employees to maintain the rules and principles of the
organization.

NUMAIRA:-

Why to conduct orientation training?

Orientation is important because it lays a foundation for the new employee’s entire career
with the department. First impressions are important since they establish the basis for
everything that follows. Without orientation, new employees sometimes feels
uncomfortable in his/her new position and takes longer to reach his/her full potential.
So the main reason to conduct orientation trainings is to:-
 Provides the new employee with concise and accurate information to make him/her
more comfortable in the job;
 Encourages employee confidence and helps the new employee adapt faster to the
job;
 Contributes to a more effective, productive workforce;
 Improves employee retention; and
 Promotes communication between the supervisor and the new employee.
WHAT TO DO IN ORIENTATION TRAINING?
Same as given in ppt

MANJOT:-

FORMAL VS INFORMAL
In formal orientation, the management has a structured programme which is executed when new
employees join the firm. In contrast, orientation can be informal too. In informal orientation, new
hires are directly put on the jobs and they are expected to acclimatize themselves with the work
and the company.
The choice between formal and informal orientation will depend on the management’s goals. The
more formal the programme, the greater the likelihood that the new hire will acquire a known set
of standards. That is, the new member is more likely to think and act like an executive, a
management trainee, or a management professor. But an informal programme is desirable to
maintain individual differences.

Another choice to be made by the management is whether the new hires should be inducted
individually or in groups. The individual approach is likely to develop tin less homogeneous
views than collective orientation. Individual orientation is more likely to preserve individual
differences and perspectives. Orienting each person separately is an expensive and time
consuming process. It also denies the new hire the opportunity of sharing anxieties with fellow
appointees.

INDIVIDUAL VS COLLECTIVE:-

Another choice to be made by the management is whether the new hires should be inducted
individually or in groups. The individual approach is likely to develop tin less homogeneous
views than collective orientation. Individual orientation is more likely to preserve individual
differences and perspectives. Orienting each person separately is an expensive and time
consuming process. It also denies the new hire the opportunity of sharing anxieties with fellow
appointees.

Collective orientation of the new hires solves the problems stated above. Most large firms tend to
have the collective orientation approach. But small firms, which have fewer new appointees to
socialize frequently, use the individual approach. Individual socialization is popular even with
large firms when they hire executives whose number is small.

KAJAL:-

Serial VS Disjunctive

Orientation becomes serial when an experienced employee inducts a new hire. The experienced
employee acts as a tutor and model for the new hire. When new hires do not have predecessors
available to guide them or to model their behaviour upon, the orientation become disjunctive.
Each option has its own advantages and pitfalls. Serial orientation maintains traditions and cus-
toms. Consistent use of this strategy will ensure a minimum amount of change within the firm
over time. But, maintenance of status quo itself may breed resistance to change. Further, if the
experienced employee is frustrated and apathetic towards work and the firm, it is likely that he or
she would pass on the same to the new hire.

Who should conduct orientation?

Same as given in ppt

ANIMESH KR TIWARY:-

HOW TO MAKE ORIENTATION PROGRAMME EFFECTIVE

A human resource manager must design an orientation program in such a way

that it creates a positive and long-lasting impact on the new hires.

Let us now go through the steps which leads to the creation of a compelling
employee orientation program:

 First, decide whether you aim at retention or high performance or something

else as a result of orientation.
 Next, write down everything that the organization wants its new employees
to know.
 Now, prepare a checklist with a different kind of information included in it.
 Then, transform this checklist into an interactive and engaging orientation
session.
 Keep improving the orientation program to include new ideas and
suggestions.
 Ask for existing personnel’s opinions and views to improve the present
orientation program