Custom essays: Employee orientation programs

The process of employee orientation programs is as important as the content of employee orientation programs. In fact, the process of employee orientation programs is the practical implementation of the content of employee orientation programs and the plan developed for the implementation of employee orientation programs. At this point, it is worth mentioning the fact that many companies face substantial difficulties when they organize the process of employee orientation programs. In fact, the process of employee orientation program should not distract employees from their regular work ideally but, in actuality, many companies tend to use special training courses, where the employees undergo the process of orientation.
As a rule, the process of employee orientation programs focuses on the practical implementation of the content of programs. In practice, this means that the process includes the organization of training and orientation of employees. This process is quite complicated because employees should come prepared to the orientation. In this regard, employees have their own views on their professional development, which may not coincide with orientation programs offered to them by companies. In such a situation, companies need to organize the process of employee orientation programs.
In this regard, the effective orientation program’s content should be grounded on the accurate plan. The plan should define clearly goals and methods being used in the course of the implementation of the employee orientation program. At this point, it is important to place emphasis on the fact that the company should develop alternative methods, which can be used to complete the employee orientation program. Often companies need to change their programs under the impact of internal conflicts, problems or changes in the business environment. In such a situation, the elaboration of alternative methods and steps being undertaken in the course of the implementation of the employee orientation program make the employee orientation program flexible. The flexibility of the employee orientation program increases its effectiveness and contributes to the overall success of the program. At the same time, before starting the employee orientation program, managers should communicate with employees to explain them goals and benefits of the employee orientation program (Mohrman, 163). The preparedness of employee to the employee orientation program will facilitate the implementation of the program. Finally, the content of the effective employee orientation program should not be imposed on employees. In stark contrast, employees should be engaged in the elaboration of the employee orientation program. As a result, employees will accept the employee orientation program and the risk of the rejection of the program by employees decreases because they participate in the development of the program.
Finally, the effective orientation program’s process should be carefully planned as the content of the program. The effectiveness of employee orientation program’s process depends on the coordinated work of all professionals involved in the implementation of the program. What is meant here is the fact that the process should focus on the organization of team work within the employee orientation program. At this point, it is worth mentioning the fact that each team member should perform his or her functions and understand goals the program has to achieve (Newel, 115). In addition, the effective employee orientation program may involve control officers, who monitor the implementation of the program and the process to identify possible drawbacks, errors, or weaknesses. They should report about the identified problems to managers responsible for the employee orientation program. Managers, in their turn, introduce essential changes in the process to increase the effectiveness of the program and to minimize the risk of errors and to eliminate drawbacks.
Thus, taking into account all above mentioned, it is important to place emphasis on the fact that an effective employee orientation program should be grounded on well-planned content and process. At the same time, content and process should be flexible enough to allow introducing changes, in case of the revelation of possible problems in the course of the implementation of the employee orientation program. At the same time, an effective employee orientation program should be grounded on the actual skills and abilities of employees and resources available to the company.

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