ORIENTATION:

Facilitating Joining Up
SDC Track 2
After completing this session, the participants should be
able to :
1. Discuss the meaning and nature of orientation;

2. Explain the importance of orienting new employees;

3. Distinguish between the HR Department and the

supervisor’s responsibilities in orienting new
employees;

4. Illustrate the characteristics of an effective

orientation;
After completing this session, the participants should be
able to :
5. Discuss the specific benefits of orientation;

6. Demonstrate an increased appreciation on the

importance of orientation; and

7. Draw up an action plan regarding improvement of

or establishment of an orientation program in their
unit/division or agency/organization
 CONDUCTING AN
ORIENTATION
EASY / DIFFICULT
LIKE / NOT LIKE
FEELING / COPING
Group 1: Easy/Difficult

1)Whatis it that made it easy for you to

conduct the orientation program?

1)What is it that made it difficult for

you to conduct the orientation
program?
Group 2: Like / Dislike

1)What is it that you liked in the

orientation program that you had
attended?

2)What is it that you did not like in the

orientation program that you had
attended?
Group 3: Feeling / Coping

1)How did you feel when you were not

oriented? What do you think were the
reasons?

1)How were you able to manage and cope

with your tasks despite that you were not
able to attend an orientation program?
 Process of
helping new
ORIENTATION employees
settle into a
new job
ORMATION NEEDED FOR THE NEW EMPLOYEE TO FAMILIAR

• Essential information
about the
organization – its
functions and role

• The job and its

surroundings ; and

• The people the new

employee will work
with
 Planned welcome
to the
organization,
usually shared
ORIENTATION by the HR
Department and
the new
employee’s
supervisor
New Employees include :

1. Experienced employees who join the organization

from another organization in the same sectoral
field;

2. Employees who come from other sectoral field;

3. Those who are reentering employment;

4. New graduates who have never had full-time

employment before; and

5. Existing employees promoted or transferred to new

jobs.
 Facilitates the
joining up and
adjustment of
new employees.

ORIENTATION

Must be informal
and
personalized.
 EFFECTIVE ORIENTATION

- must have a
Not simply variety of
A well activities that
burning up a
planned INFORM, INSPIRE,
predetermined
activity ENCOURAGE and
number of hours.
MOTIVATE
employees
 EFFECTIVE ORIENTATION

Focuses on the Both the supervisor

most relevant and the HR
and immediate Department share
information the responsibilities for
employee orienting new
needs. employees.
Orientation for New Employees – Promoted,
Transferred and Designated
 Use person’s first
name
Y
O
Find a common area
DURING U
for small talk
ORIENTATION
M Organize time to give
U full and undivided
S attention
T
Allocate at least 30 minutes
of genuine, no pressure,
heart-to-heart person to
person interaction
 Create rapport for
mutually satisfying long-
term relationship
Y
Introduce new
O
employee to
DURING U co-staff/workmates
ORIENTATION
M Point out work area
U
S Explain duties,
T performance
standards, working
hours, probation
period, paydays,
overtime, etc.
 Discuss certain
Y
rules/procedures
O
DURING U
ORIENTATION
M Explain how to make
official request, use of
U
office equipments, get
S endorsement/
T approvals, etc.
 • VMGO (Organization)
• Functions of the
different Offices
• Schedule of Salaries &
Deductions and other
Orientation Accounting Policies
(TEV, CA)
by: HR • Introduce to all
Employees
• Integration/Immersion
to the functions of the
different units/
division/offices
 • Policies on Leave,
Working Hours,
Probationary Period,
Overtime, Dress Code
(Uniform),
Absences/Tardiness,
Orientation Recruitment/
by: HR Promotion, Rewards &
Incentives, Learning &
Dev’t, SPMS (Perf
Accomplishments and
Targets)
• Internal Policies
• Office Tour
 • General and Specific
functions of the
unit/office/division –
link to the VMGO
• Explain the PDF/JD
Orientation • Individual Target
by: Setting, Performance
Supervisor Standards, Rating
Performance
• Integrate/immerse into
the tasks assigned
• Expectations
(Supervisor &
Employee)
 ORIENTATION
is a
continuing process,
not just an event.
Arrange to meet again with the new employee
after the end of the first week:

Check to see if newcomer is progressing

Clarify questions

Take immediate action if not observing

procedures

Continue job training

Give feedback on punctuality/attendance

and other norms of behavior
After two weeks, meet again to :

Explain first paycheck

Review work performance

Discuss performance standards

Provide necessary coaching

Provide tips on getting along with other

team members

Identify continuing developmental

opportunities
 CONDUCTING
ORIENTATION

W-E-L-C-O-M-E-S
NEW EMPLOYEES
W - ILLINGNESS TO COMMIT
E -AGERNESS AND ENTHUSIASM TO WORK
L -OYALTY TO THE ORGANIZATION.
C -REATES A POSITIVE MINDSET
O - NENESS & OPENNESS WITH SUPERVISOR & TEAM MEMBERS
M-ISTAKES ARE REDUCED
E -XPECTATIONS ARE CLARIFIED
S -ATISFACTION & PRIDE IN ONE’S JOB & WORK
W ILLINGNESS TO
COMMIT
E AGERNESS AND
ENTHUSIASM TO
WORK
L OYALTY TO THE
ORGANIZATION
C REATES A POSITIVE
MINDSET
O NENESS & OPENNESS
WITH SUPERVISOR &
TEAM MEMBERS
M ISTAKES ARE
REDUCED
E XPECTATIONS
ARE CLARIFIED
S ATISFACTION &
PRIDE IN ONE’S
JOB & WORK
 Closing Activity
“ACTION PLANNING”
ACTION PLAN
ACTIVITY/IES TIME FRAME PERSON/s RESPONSIBLE RESOURCES NEEDED

       

       

       

       

(PRINTED NAME OVER SIGNATURE)