Hi:
I work in the US with a Direct Mail Company. I am looking forward to setting up a New Hire Orientation Process; hence, I would like to know what an ideal orientation/induction process consists of. Also, what other steps are involved after an offer has been made to an employee until his start date.
It would be nice if you all could share your experiences or if you have any new thoughts that can be implemented.
Thanks in advance.
Regards,
Shweta
From United States, Newington
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I work in the US with a Direct Mail Company. I am looking forward to setting up a New Hire Orientation Process; hence, I would like to know what an ideal orientation/induction process consists of. Also, what other steps are involved after an offer has been made to an employee until his start date.
It would be nice if you all could share your experiences or if you have any new thoughts that can be implemented.
Thanks in advance.
Regards,
Shweta
From United States, Newington
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If you don't know the basics of induction, it's strange that you work in the US but you don't even seem to have the knowledge to work in Somalia or Kenya. :icon1:
This is not a big deal; log on to any of the Google Search Engine and find the induction policy of many companies from the US and all over the world.
Rashid
From Saudi Arabia
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8This is not a big deal; log on to any of the Google Search Engine and find the induction policy of many companies from the US and all over the world.
Rashid
From Saudi Arabia
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Rashid, you might want to read my post again. What I was looking for are new ideas or best induction practices across companies.
Don't tell me what I deserve. After reading your comment, one thing is for sure: 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
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Don't tell me what I deserve. After reading your comment, one thing is for sure: 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
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Dear 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 until their probation period ends. Also, when designing the process, one needs to consider the business nature of the organization, the size of the organization, and the frequency with which you hire.
For example:
Our company is an 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 that I believe can be termed as best practices:
- We make sure that the employee is well aware of the parking arrangements, reporting time, and other necessary details that can help them reach the office on the first day.
- The HR manager gives the employee an overview of the company policies, procedures, and structure.
- A tour of the building is arranged, and formal introductions are made with key individuals.
- The employee has tea or lunch with the CEO and their Segment lead.
- The plan also lays down steps to be taken after a week, month, and quarter.
- We also make sure that the new hire's workstation and everything they need is ready and functioning before their arrival.
Hope this is useful.
Regards,
Nashia
From Pakistan, Karachi
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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 until their probation period ends. Also, when designing the process, one needs to consider the business nature of the organization, the size of the organization, and the frequency with which you hire.
For example:
Our company is an 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 that I believe can be termed as best practices:
- We make sure that the employee is well aware of the parking arrangements, reporting time, and other necessary details that can help them reach the office on the first day.
- The HR manager gives the employee an overview of the company policies, procedures, and structure.
- A tour of the building is arranged, and formal introductions are made with key individuals.
- The employee has tea or lunch with the CEO and their Segment lead.
- The plan also lays down steps to be taken after a week, month, and quarter.
- We also make sure that the new hire's workstation and everything they need is ready and functioning before their arrival.
Hope this is useful.
Regards,
Nashia
From Pakistan, Karachi
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