ORIENTATIONAL TRAINING AND ITS VARIOUS METHODS SUBMITTED BYNIKEE

ORIENTATIONAL TRAINING AND ITS VARIOUS METHODS SUBMITTED BYNIKEE ANEJA NEOG(19) NISHA GOGOI(20) ABHIJIT SAIKIA(31) 1 BAIBHAB PAUL(34)

CONTENTS • Overview of Orientation • Objectives of Orientation and Training • Process of Orientation • Training: its types • Types of Orientation Programme • Methods of Orientational Training • Follow Up Orientation • Basic Issues of Orientation • Conclusion • References 2

What is Orientation? 3

Overview of Orientation • The term “orientation” refers to providing information necessary for intelligent action. • Orientational training provides new employees with basic background information they need to perform their jobs satisfactorily, such as information about company roles. • Orientation program ranges from brief, informal introduction to lengthy formal programs. 4

Objectives of Orientation and Training Orientation and training can serve many purposes and they are as follows; • Help the employee to gain confidence and removes fear. • Creates a good impression. • Improve the employee’s performance by helping him or her to build skills and relationship’s quickly. 5

Process of Orientation Send a welcom e letter HR meeting Team meeting Assign a mentor Plan schedule and set of tasks Plan for any training Business group lunch 6

Training: its types Training methods includes the following; 1. On the Job • Job Rotation • Coaching 2. Off the Job • Simulation • Case study method 7

On-the-Job Training • Job Rotation: This method involves movement of trainee from one job to another to gain knowledge and experience from different job assignments. • Coaching: The trainee is placed under a particular supervisor who functions as a coach in training and provides feedback to the trainee. 8

Off the job Training • Simulation: Under this method, an imaginary situation is created and trainees are asked to act on it. • Case study: Case study deals with any problem confronted by a business which can be solved by an employee. 9

Individual or Collective Formal or Informal Types of Orientation Investiture or Divestiture Serial or Disjunctive 10

Formal Orientation Informal Orientation Has a structured program Directly put on the job Likely to acquire a known set of standards Desirable to maintain individual differences 11

Individual Orientation Collective Orientation Less likely to develop homogenous views Most large firms follow collective approach More expensive and time consuming Allows sharing of ideas and opinions 12

Serial Orientation Disjunctive Orientation Experienced employee inducts new hire No predecessors available to guide Maintains traditions and customs. More likely to produce more incentive and creative employees 13

Investiture Orientation Divestiture Orientation Applicable for top level management For mid level and lower level management Does not seek to make changes in the employee Seeks to make some changes in the characteristics 14

Methods of Orientation Informally attaching new employees to seniors Lectures, handbooks, films, seminars 15

Follow up Orientation • Follow up meetings are conducted to find out that whether all the aspects of the jobs have been covered or not. • The basic purpose of follow up orientation is to offer guidance to employees on various general and job related matters. 16

Basis Issues of Orientation 1. No Planning 2. Management Involvement 3. Ineffective Handouts 4. No Follow-Up 17

Conclusion An important part of an organization’s training and development programme is employee orientation. Orientation play a pivotal role in success of an organisation by acquainting a new employee to the new environment, rules and regulation which in turn helps in better performance of the employee. While planning an orientation for new employees, human resource managers must deal with various issues like deciding the content of the orientation, length of the orientation and the decision about who will conduct the orientation. 18

References • J. B. Tracey and Timothy R. Hinkin. “The cost of employee turnover: When the devil is in the details. ” Cornell Hospitality Reports 6, no. 15(2006), 6, 8. • Retrieved on November 6, 2019 from https: //lumenlearning. com • Retrieved on November 6, 2019 from https: //simplifytraining. com • “Onboarding – How to Get Your New Employees Up to Speed in Half the Time”, George Bradt and Mary Vonnegut (John Wiley & Sons, 2009) -ISBN 0 -470 -4851 -7 19

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