New employee orientation
New employee orientation
A) A DESCRIPTION OF THE CHOSEN PROCESS
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New employee orientation is a process of intergrating new employees to the organization.Orientation is done by people who know organization well and those who have experience and know how to train the new employees. The Human Resource Managers also do orientation in various departments.
When a new employee reports for duty he should be welcomed as a new member of the organization and must be helped to get acquainted and adjust with his fellow employees and work environment. New employee must be introduced to the working conditions, rules, regulations and authorities to report to (Dransfield, 2000).
B )AN AS-IS FLOW CHART
NEW EMPLOYEE LIST
HUMAN RESOURCE LIST
POLICIES AND PROCEDURES
PERMIT REQUEST FORM
C) DESCRIBING THE RELATIONSHIP OF THE PROCESS TO THE ORGANIZATIONS STRATEGIC PLAN
It promotes a feeling of belonging and royalty to the organization among new comers so that they may not form a false impression about the organization since the first impression is the last impression.
It brings an agreement between the organizational goals and personal goals of the new comers.
It also gives the new employee information regarding the structure, product, policies, rules and regulations and information about time to get in and break off.
It introduces the new worker to the supervisor and to the fellow workers with whom he has to work.
It creates sense of security for the worker in his job by impressing the idea that fairness to the worker is the inherent policy of the organization.
It gives the worker proper counseling especially by helping them to be confident.
It helps reduce employees turn over and the experienced employee will remain in the organization.
The process enhances cooperation because employees are encouraged to cooperate with management in doing their work and get first hand contact with management. (Zweg, 2003)
D) INTERNAL CUSTOMERS THAT ARE CURRENTLY IMPACTED BY THE PROCESS THAT WOULD BENEFIT FROM THE PROCESS IMPROVEMENT
Promotion of workers from the lower rank to the upper rank.
Promotion creates a vacancy at the bottom where an outsider may come in.
Contracts with the present employees
Recruitment at the gate
Through schools, colleges, universities, technical institutions.
Employment exchange for example public service commission.
E) MOST APPROPRIATE QUALITY MANAGEMENT TOOL THAT CAN BE USED TO COLLECT AND PRESENT DATA ON THE PROCESS IMPROVEMENT CHANGES.
This helps to eliminate the unqualified candidate; it should be brief especially to know the level of education, experience, training, appearance or personality.
It should also tell employee salary requirement.
F) UTILIZING SELECTED QUALITY TOOL TO ANALYZE THE PROCESS
Identifying information for example family background and date of birth
Information regarding education
Expected salaries and allowances
PROCESS IMPROVEMENT OPPORTUNITIES
Worker be put on job according to requirement of the job
The job be given according to qualification
Employee be made conversant with the job and be made aware of penalties if he commits any wrong.
Develop sense of loyalty to his own so that he may view his responsibilities better towards the job and the organization.
G) ESTIMATE OF LEVEL OF IMPROVEMENT THAT COULD BE REALIZED
To find out the suitability of the candidate by giving him an opportunity to express himself.
To obtain more information about the candidate that is mentioned in the application form.
To give candidate accurate picture of the job with full details of the terms and conditions of employment.
To permit feeling of mutual understanding and confidence and goodwill towards the organization.
VALUE OF IMPLEMENTING THIS PROCESS IMPROVEMENT
It guides in selecting suitable candidates
Some facts provided by the candidate are verified during the interview.
It enables information to be collected which can only be provided by the candidate.
Policies and objectives of the organization are made known to the candidate.
It helps in getting advisee and opinion from the employees which the management may not have (Robbins, 2004)
1. Stephen Robbins Organizational Behavior 10th edition ,Pearson education,2004
2. Robert Dransfield; Human Resources Management: Harcourt Heinemann,2000
3. Mark C. Zweig (2003) Human Resources Management: The Complete Guidebook for Design Firms Summary, John Wiley and Sons publishers, US