HR SPECIAL .............ORIENTATION AT WORK

ORIENTATION AT WORK 
 

COMPANIES ARE PLACING INCREASED EMPHASIS ON ORIENTATION PROGRAMMES TO RETAIN AND MANAGE TALENT

0rientation, a process synonymous with fresh college entrants, is now a revered practice at workplaces. New employee orientation programmes include a mix of formal group sessions, take-home assignments, oneon-one meetings and other activities. These help familiarise new recruits with the organisation. Orientation programmes are an effective means of managing and retaining talent. Once a mere formality limited to paperwork by the HR, these programmes have evolved to include detailed and interactive induction involving the efforts of various departments and executives.
THE RIGHT FIT
    Companies have started customising their orientation programmes to match aspects such as employee role, department, prior work experience, etc. “Management trainees have to undergo a ninemonth, cross-departmental training programme. For frontline field staff, we have a one-week in-place training and a programme on sales behaviour and relationship building,” informs V Krishnan, vice president, HR, Dabur.
    Companies also offer buddy programmes, especially for fresh graduates. These programmes pair freshers with current employees to reduce the ambiguity and apprehension faced by new entrants. G R Venkatesh, head, People Office, Future Group says, “Besides formal orientation, we also run a programme called Mera Pehla Pehla Pal (MP3). In this, buddies help new entrants settle down in the organisation by providing informal, friendly guidance.”
    Additionally, such programmes also include modules and projects that new recruits must complete prior to their start date. “I was part of a three-month induction programme immediately after my recruitment. This included assignments on company information, industry terms, etc,” shares Deepshikha Dubey, executive, retail and leisure advisory, Jones Lang LaSalle. Thus, organisations have stepped up their game and are offering innovative and engaging orientation programmes.
CHECK AND UPDATE
    The corporate environment is in constant flux. Orientation programmes need to reflect this changing reality and be restructured constantly. “All our programme modules are frequently updated to keep pace with changes in the market place and variable dynamics of the business,” claims Krishnan. The modules should naturally evolve and adapt to relative changes in the organisation and industry. The programme can be modified to include the company’s latest accomplishments, challenges, case studies, and industry trends and projections.
    The programmes are also modified based on the feedback of employees, who have previously undergone induction. “The content and delivery is regularly revised to preserve entrants’ interest and engagement. Modules are introduced or eliminated based on participant’s suggestions,” adds Venkatesh. This evaluation plan also helps organisations the orientation’s effectiveness. Through this assessment, companies can learn which programme segments are performing well, which ones are not and what topics need to be included in the module. Concurs Krishnan,
    “Orientation programmes ensure that new hires fit better into the organisation and understand the company culture. It boosts employee productivity and effectiveness by reducing the learning curve for the new recruit.” A well-conducted orientation helps quell first-day jitters and achieve administrative efficiency. This is especially useful for fresh graduates, who may not have previous experience working in a corporate environment. Vouching for the benefits of an effective orientation, Dubey states, “The orientation modules helped me polish my soft skills and prepare for the corporate world. By the time I joined the company, I was well-versed with the company conduct and work environment.”
A LONG-TERM INVESTMENT
    Orientation is a valuable tool to combat employee turnover that can otherwise be extremely disruptive and expensive. An effective induction programme can lead to greater company success, positive returns on investment in employees and motivated personnel. Venkatesh concludes, “Without doubt, employee orientation is a long-term investment. A satisfied and enthusiastic employee is the key to workplace productivity. A well-structured orientation goes a long way in achieving this.”

NIKITA GARODIA MM130822