Firms are known to spend a few weeks or even months on orientation programmes. The idea is toke the new employees feel at home in the new environment. It is a well known fact that employees feel anxious on entering an organization. They worry about how well they will perform on the new jobs. They feel inadequate when they compare themselves with th...

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A firm needs to make four strategic choices before designing its orientation programme. They are :  Formal or Informal. Individual or Collective. Serial or Disjunctive. Investiture or Divestiture. Formal or Informal : In informal orientation, new hires directly put on the jobs and they are expected or acclimatise themselves with the work and the co...

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An Orientation program can go wrong for a number of reasons. The HR department should try to avoid such errors. Some of them are : Supervisor who is entrusted with the job is not trained or is too busy. Employee is overwhelmed with too much information in a short time. Employee is overloaded with forms to complete. Employee is given only menial tas...

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Placement : After an employee has been hired and oriented. He or she must be placed in his/her right job. Placement is understood as the allocation of people to jobs. It is assignment or re-assignment of an employee to a new or different job. Placement includes initial assignment of new employees and promotion, transfer, or demotion of present empl...

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