There are significant differences in employee engagement among companies that focus on the details of the hiring and orientation process and those that don't.
In a review of human resources practices at 50 large U.S. companies, It is found that 65 % of companies with a highly engaged workforce provide interview training for managers, compared with 33 % of companies with a less engaged workforce.
Those with highly engaged workers also spend more time in preparing workers for their new jobs--they take an average of 35 weeks to bring a new hire up to speed versus 15 weeks for those with low engagement.
"Few things are more important to a company's long-term performance than choosing the right employees and ensuring they have the proper outlook from Day One. As a result, employers should view the recruitment and orientation process as an opportunity, not as a burden. Preparing employees for their new roles and communicating how they can help the firm meet its goals can go a long way toward determining whether new employees ultimately succeed."
A simple but key technique for driving worker engagement is to explain to new employees why they were hired.
"Sharing with new hires the attributes that drew the company to them is an easy and meaningful way to begin a productive relationship It gives new employees an immediate tie to the company and a clear understanding of how their skills can be used productively at their new place of employment."
The orientation of a new employee is the final step in the hiring process. Without a planned orientation program, employees may not receive the information they need or might be misinformed about company policies, practices, and procedures. A well-organized orientation program lets new employees get all the facts firsthand, boosts their confidence, and contributes to a more positive attitude toward the Company.
The Company has devised a formal Orientation Program for all new employees. It consists of two (2) phases:
Phase I – Human Resources Department
Phase II – Immediate Supervisor
The orientation of new employees is very important and should be carried out conscientiously. Every effort should be made to make them feel comfortable and welcome.
Human Resources Department : The following items are to be discussed with the new employee upon his/her successful completion of physical exam
1. Equal Opportunity Employer / Policy Against Harassment
2. Safety equipment (if required )
3. United Way
4. Group Insurance Program
5. Probationary Period
6. Bulletin Boards
7. Job-Posting Provisions
8. Pension Plan
9. Holidays — Eligibility
10. Vacations — Eligibility
11. Safety — First Aid
12. Attendance — Proper Reporting
13. Telephone Calls — Emergency or Other
14. Changes in Personnel Records
15. Cafeteria Facilities
16. Parking Facilities
17. Service Award Program
18. Training Program
19. Tuition Reimbursement Program
20. Working hour
21. Pay procedures
22. Show, in contract book, job classifications and pay grade, automatic and merit steps for increases.
Immediate Supervisor : This checklist is to insure that all necessary supplies, tools, information, and safety equipment have been given to your new employee. Welcome new employee and put him/her at ease
1. Lock with key, where applicable.
2. Required tools.
3. Required safety equipment.
4. Employee's job classification (title).
5. Initial assignment and necessary training.
Discuss:
6. Goals of the first few months — what he/she should learn.
7. Type of on-the-job training he/she will be given.
8. In general, his/her possible promotional opportunities.
9. Pay procedures: when, where, how.
10. Bulletin boards: where.
11. Hours of work — rest periods.
12. Meal periods — time and place — mention cafeteria facilities .
13. Department and plant rules and regulations.
14. How to get tools and supplies.
15. organization Safety Policy:
• Review department safety rules and record.
• Explain procedures to follow in case on-the-job injury occurs.
16. Overtime policy.
17. Company Attendance Policy — Importance of good attendance, calling in, etc.
Also:
18. Show new employees their job and have them observe others doing it.
19. Explain each step as performed.
20. Introduce employee to Department Steward.
21. Introduce employee to his/her training instructor.
22. Completely answer any remaining questions.
23. Introduce employee to department head.
