What might the Orientation Process include?

• Prior to Day 1: Announce new hire arrival to your people; prepare the workspace; clarify key responsibilities and objectives of the position; develop an on-the-job training strategy; send a welcome packet including information such as company literature, organizational chart, list of local restaurants, shops, banks, post offices, day care centers, dry cleaners, etc.; and paperwork to be completed.

• Day 1: Comprehensive Employee Handbook detailing company policies, procedures and standards; corporate mission and goals; company history, products, services, and financial data; client and competitor overview; company culture; management style; interrelationship between departments; glossary of industry- and company-specific terminology; benefits education; career development opportunities; explanation of performance evaluation system; list of internal contacts; instructions for accessing the company intranet, e-mail, and voice mail; and facility tour.

• After Day 1: Departmental orientation; position orientation; identification of a "buddy" as a resource for the first month; new hire lunch with key personnel; ongoing two-way feedback; and probationary period evaluation.

Why is the Orientation Process important?

• To support new hires’ willingness to experiment with behaviors as they adapt to their new environment.

• To paint a picture of your company culture that is clear and engaging.

• To present your organization and the department in a positive light.

• To ensure that new hires are brought up to speed quickly.

• To begin building positive social bonds within your organization.