How to Conduct a New Employee Orientation

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Most employees are nervous on the first day of a new job. Companies can make this transition easier by conducting a detailed orientation program. This lifts the burden from the employee of having to figure things out on his own. It also sends a positive message to the employee about your company's organizational structure. Before the employee begins work, someone from the human resources department or the employee's manager should contact him to answer any questions he may have concerning dress code requirements, where he should be on the first day and what time to arrive.

Greet the new employees at the start of the orientation and welcome them to the company. If there is more than one, introduce each new employee and let her tell a little about herself.

Review the benefits package. Inform them of any waiting periods before benefits take place and provide written information. Distribute any enrollment forms for health, retirement, disability or direct deposit and tell the employees when the completed forms need to be returned.

Provide all company information about holidays and days off. Advise the new employees of any procedures that must be used when sick or requesting time off. Inform them of the hours of operation and any expectation of overtime. Provide information on any provisions for holidays, double-time or overtime pay.

Inform employees of the company's position on appropriate dress and what is and isn't acceptable for both men and women. Explain the company's rules of employee conduct, behavior violations and discipline plan. Explain any company confidentiality agreements.

Review company policies for use of corporate email, personal phone usage, breaks, supplies and parking. Give examples of what is acceptable and what is considered excessive use of the phones. Advise where they should park and how and where to get supplies. Advise new employees about Internet use and Internet content that is not acceptable in the workplace.

Advise each employee of what his training period consists of and where it will take place. Tell him how long he will be in training and the expected completion date. Supply him with all the details of any future testing and failure consequences. Provide information about additional training and the company's advancement procedure. Explain any career development plans that are in place and how he can participate.

Issue passwords to computers and entrances; explain any security procedures. Show the new employees how to reach all emergency exits and review any emergency procedures.

Convey to the new employees who they should contact if they have any problems or questions. Explain any chain of command. Inform them if there is an open door policy in place.

Ask if anyone has questions about anything they have been told. Give each employee a personnel handbook that reiterates each of the items you explained. Have them sign a form stating they received it and understand the policies. Collect the forms to put in their personnel files.

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