Employee_Orientation_Plan.docx(1) HR400 Employee Orientation Plan Department of Busin

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Employee_Orientation_Plan.docx(1) HR400 Employee Orientation Plan Department of Business, Purdue University Global HR400: Employment and Staffing Professor/Dr. Employee Orientation Plan When s... tarting at a new company or even perhaps transferring to a new location within a company it can be nerve racking. There are many different reasons for this could be because one is unsure of the culture or what the day to day activities are. One way a company can help ease the employees nerves is by hosting orientation. Orientation introduces the employee to the company and the department, helping familiarize them with the ins and outs. More simply put orientation allows the company to emphasize why the employee chose them and informs the employee of what to expect. There is a variety of orientations that a company can conduct each providing specific key information. The main types of orientation are organizational and departmental, each one which covers different information. First theres organizational which covers the company mission and values or more broadly what the employee can expect from the company and what the company expects form the employee (Arthur, 2012). With a large organization this is especially important has helps build relationships but also helps prevent adverse action. A brief overview of policies is necessary however employers shouldnt go into too much detail as the employee is not likely to retain all the information. Employers need to keep in mind that retention rate of information is 15. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . [Show More]

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