TO

MARY DOLSON,







APLLIED HUMAN RESOURCES PRACTICES (7210)
REPORT ON
MORTANCE O HEATH AND SAETY N ORGANSATON






HARJEET SINGH



Introduction oI topic
Orienting employee to there workplaces and their jobs is one oI the most neglected Iunctions in
many organizations. An employee handbook and piles oI paperwork are not suIIicient anymore
when it comes to welcoming a new employee to your organization.
The most Irequent complaints about new employe orientation are that it is overwhelming, boring,
or that the new employee is leIt to sink or swim. The result is oIten a conIused new employee
who is not productive and is more likely to leave the organization within a year.
With an ongoing labor crunch, developing an eIIective employee orientation experience
continues to be crucial. It is critical that new hire programs are careIully planned to educate the
employee about the values, history and who is who in the organization.
A well thought out orientation program, whether it lasts one day or six months, will help not only
in retention oI employees, but also in productivity. Organizations that have good orientation
programs get new people up to speed Iaster, have better alignment between what the employees
do and what the organization needs them to do, and have lower turnover rates.
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Purposes oI Orientation
Employers have to realize that orientation isn't just a nice gesture put on by the organization. It
serves as an important element oI the recruitment and retention process. Some key purposes are:
1. To Reduce Startup Costs Proper orientation can help the employee get "up to speed" much
more quickly, thereby reducing the costs associated with learning the job.
2. To Reduce Anxiety: Any employee, when put into a new, strange situation, will experience
anxiety that can impede his or her ability to learn to do the job. Proper orientation helps to
reduce anxiety that results Irom entering into an unknown situation, and helps provide
guidelines Ior behavior and conduct, so the employee doesn't have to experience the stress oI
guessing.
3. To Reduce Employee Turnover: Employee turnover increases as employees Ieel they are not
valued, or are put in positions where they can't possibly do their jobs. Orientation shows that
the organization values the employee, and helps provide the tools necessary Ior succeeding in
the job.
4. To Save Time Ior the Supervisor Simply put, the better the initial orientation, the less likely
supervisors and co-workers will have to spend time teaching the employee.
5. To Develop Realistic Job Expectations, Positive Attitudes and Job SatisIaction: It is important
that employees learn as soon as possible what is expected oI them, and what to expect Irom
others, in addition to learning about the values and attitudes oI the organization. While people
can learn Irom experience, they will make many mistakes that are unnecessary and potentially
damaging. The main reasons orientation programs Iail: The program was not planned; the
employee was unaware oI the job requirements; the employee does not Ieel welcome.
Employee orientation is important - orientation provides a lot oI beneIits, and you can use
Ieedback to make your orientations even better.




USES OF TRAINING AND DEVELOPMENT

In order Ior the department to understand current policies and procedures, a manager must ensure
the department manuals or online employee training are kept current. This includes any system
enhancements and / or change in policy or procedure. In addition, keep the user in mind when
designing training manuals or online training; keep the employee training material interesting Ior
the learner. Use language that is not "corporate" and include images and multi-media.
Much oI this employee training and reIerence material belongs online these days in a company
Intranet. But, iI your organization is not ready to embrace the online world, keep the manuals up-
to-date and interesting. When possible, in computer training, incorporate visual images oI the
computer screen (multi-media screen capture) to illustrate Iunctions, examples, and how to. The
best type oI employee training program Ior a work group is one tailored to their needs. So, how
do you know what their needs are? One way is to work with the staII members who are
responsible Ior the area. II it is possible, do a random sampling oI the staII growth look Ior
consistencies in any needed areas oI development.




conculsion oI essay
AIter the employee has worked Ior you Ior awhile he Iinds out what he should have learned
but did not at the orientation"We know that we have to continuously improve orientation
to meet the changing needs oI our applicants. What works now may not serve our
employees well next month or next year."
An eIIective orientation program - or the lack oI one - will make a signiIicant diIIerence in how
quickly a new employee becomes productive and has other long-term impacts Ior your
organization. The end oI the Iirst day, the end oI the Iirst week, the end oI each day in your
employment, is just as important as the beginning. Help your employees Ieel that you want them
to come back the next day, and the next, and the next...