1.

What is the purpose of an orientation program being offered by

organizations? Referred to your orientation program at the time of your
admission in AIUB-mention the important points which were discussed
in your orientation program.

We know that after a candidate joins the firm, he or she

goes through the firm’s orientation program. Orientation is
the process of acquainting new employees with the
organization. Orientation topics range from such basic
items as the location of the company cafeteria to such
concerns as various career paths within the firm.

Hence we can say that orientation is the process through

which a new employee is introduced to the job and the
organization. In the words of Armstrong, “Orientation is
the process of receiving and welcoming an employee when
he first joins a company and giving him the basic
information he needs to settle down quickly and start
work”.
Objectives

Orientation serves the following purposes:

 Removes fears:

A newcomer steps into an organization as a stranger. He is

new to the people, workplace and work environment. He is
not very sure about what he is supposed to do. Induction
helps a new employee overcome such fears and perform
better on the job. It assists him in knowing more about:

• The job, its content, policies, rules and regulations.

• The people with whom he is supposed to interact

• The terms and conditions of employment.

Creates a good impression:

Another purpose of orientation is to make the newcomer
feel at home and develop a sense of pride in the
organization. Through induction, a new recruit is able to
see more clearly as to what he is supposed to do, how good
the colleagues are, how important is the job, etc. He can
pose questions and seek clarifications on issues relating to
his job. Induction is a positive step, in the sense; it leaves a
good impression about the company and the people
working there in the minds of new recruits. They begin to
take pride in their work and are more committed to their
jobs. So, we can say orientation helps him to:

• Adjust and adapt to new demands of the job.

• Get along with people.

• Get off to a good start.

Act as a valuable source of information:

Orientation serves as a valuable source of information to
new recruits. It classifies many things through employee
manuals/handbook. Informal discussions with colleagues
may also clear the fog surrounding certain issues. The basic
purpose of induction is to communicate specific job
requirements to the employee, put him at ease and make
him feel confident about his abilities.

Orientation program of AIUB

In the orientation program at the time of my admission in

AIUB, the points which were discussed are as follows:

• Welcome to the organization

• Explain about the organization.

• Showed the location and the whole structure of

AIUB.

• Give the company's manual to the new recruit.

 • Provided details information about various
departments and the extent of unionism within the
organization.

• Give details information about pay, benefits,

holidays, leave, etc.

• Emphasized the importance of attendance or

punctuality.

• Explained about future training opportunities and

career prospects.

• Clarify doubts, by encouraging the students to come

out with questions.

2. Explain the term career. What are the traditional career stages and
briefly describe each. Identify which stage of the model you represent
and why? You need to draw the career model.

A Career is the sequence and variety of occupations (paid and unpaid)

which one undertakes throughout a lifetime. More broadly, 'career '
 includes life roles, leisure activities, learning and work. Career
development is the process of managing life, learning and work over the
lifespan.

Five Stages of Career

One of the pioneers in the field of career development, Dr. Donald Super
argued that people pass through five career stages during their life span. I
write about this because these sequential generalizations often provide a
useful timeframe to understand the career transitions you’ll face in
adulthood.

Within each stage mastery of certain tasks allows people to function

successfully within that stage while preparing them to move on to the next
task. Each stage is loosely affiliated with a chronological period and is
characterized by work attitudes, behaviors, types of relationships, and the
aspects of work that are valued.

1. Growth – The early years (4 to 13 years old) is a time when the

individual first becomes aware of the future. People start to find ways to
develop competencies and to achieve in order to increase control over their
life.

2. Exploration – From the early teens to mid-twenties, people begin

to crystallize, specify and implement an occupational choice. Different roles
are tried and various occupational options are explored though school,
leisure, part-time work and volunteering. “Trial jobs” may be tested before
more firmly finding a more stable and appropriate fit.
 3. Establishment – In the mid-twenties through mid-forties, typically
a suitable field is selected and efforts are made to secure a long-term place in
the chosen career. Young adulthood tends to be a time for stabilizing,
consolidating, building momentum and moving up. Obtaining certifications,
credentials, and advanced degrees may be the norm.

4. Maintenance - This stage usually happens in the mid-forties to

mid-sixties and is characterized by constancy:

• Holding on (stagnating or plateauing), or

• Keeping up (updating or enriching).

Continuity, stress, safety and stability tend to be the standard. Sometimes

people feel risk adverse with various career options which may lead to
frustration or even depression. In middle adulthood we may ask ourselves,
“What have I done with my life? or Is this all there is? or even What do I
truly want?” For men, state of health or career accomplishment may
predominate. Women sometimes perceive this period as an opportunity to
pursue new personal or professional goals now that their nurturing role has
peaked.

5. Disengagement – The mid-sixties is typically marked by

decelerating from formal employment to finding new roles with a view to
retirement. Baby Boomers are teaching us that this stage should be more
appropriately named “Re-investment.” They are completely redesigning the
notion of “retirement” preferring to work in some form while pursuing new
or renewed outside interests. In later adulthood, there may be a need to
assist or mentor younger members of society or seek self-employment.
However, it has limitation due to the rapidly changing nature of work and
each person’s own circumstances. Not everyone transitions through these
five stages at fixed ages or in the same manner. I have learned in my private
practice it is more common nowadays to move back and forth more
frequently from the Exploration to Re-investment stages.

As we are students now, we are going to make a transition from school to

work. So, we can say that in the career model, we represent the exploration
period.