Joint Wood Tertiary Education College HRM Orientation Report

This report, focusing on Human Resource Management (HRM), delves into the critical aspects of employee orientation programs. It begins by defining orientation and its purpose, differentiating between formal and informal approaches. The report outlines the key elements of an effective orientation program, including legal compliance, the communication of the college's mission, values, and policies, introductions to the work team and facilities, job duty explanations, and documentation requirements. It highlights the benefits of standardized formal orientation, such as providing accurate information, boosting employee confidence, enhancing workforce efficiency, improving retention, and fostering communication. Furthermore, the report includes a practical application section with a sample orientation program cover design and content, encompassing opening remarks, an orientation package, and delivery methods. The report emphasizes professionalism, teamwork, and room setup considerations for successful orientation sessions, providing a comprehensive guide to implementing and managing effective HRM orientation programs within an educational institution.

HUMAN RESOURCE MANAGEMENT 1
Human Resource Management
(Student’s name)
(Institution’s Name)

HUMAN RESOURCE MANAGEMENT 2
Question 1
I) Orientation training
Orientation is the process that involves the introduction of newly hired employees to their
jobs, co-workers, the responsibilities, and the workplace (Wallace, 2013). The purpose of
orientation is to allow the new employee the opportunity of feeling comfortable with the new
team, to familiarize with the new departments, and roles within the college (Acevedo and
Yancey, 2011). The orientation training involves the process of ensuring the new employee has
the basic knowledge about the job he/she is hired to perform, satisfactorily.
Ii) Formal and informal orientation
Formal orientation is the properly planned and organized orientation program administered
before the new employee get to join his new work environment (Brown, 2014). The informal
orientation is the process whereby the newly hired employee directly joins the work environment
just after briefing about the job descriptions (Becker, 2010). The employee is always left to
personally get to know of the work environment and his/her new team.
iii) The elements of an effective orientation program
-Government laws compliance
The employees should ensure the new employers have mandatory documentation forms
required by law for any employer in the college. The document forms may include tax forms and
credit compliance forms (Klein et al., 2010)
-The college's mission, core values, vision and culture\

HUMAN RESOURCE MANAGEMENT 3
The college needs to emphasize on the college's core values, culture, mission and vision
during the process of orientation. Using proper ways of communication ensures the employee
comply and aligning themselves to the college's mandate. The face meeting with the college
management will enable the proper reinforcement of the college's culture and value (Lawson,
2015).
-The college's critical employment policies
Properly explain the laws and regulations used to govern and regulate the college. The
proper need to sign into policy documents governing the college to ensure compliance and in
case of violation, the punishment code found within the policy guideline book (France et al.,
2013). The policies required for compliance include an equal employment opportunity, medical
leave, confidential information, medical insurance benefits, and workplace violence.
Employees are informed on the mechanism and channels followed in reporting the defiance of
these policies. Further, the policy document needs to contain a phrase on the full compliance of
the policies, code of ethics and work-related conduct by all the employees.
-Formal introduction to the work team and the college facilities
The college should ensure new employees are introduced to all other workmates, supervisors
and management. These people are important since, during the process of work, the new
employee would likely interact with them, and know the roles each employee plays within the
college (William, 2010).
-Employee job duties and roles explanation

HUMAN RESOURCE MANAGEMENT 4
A thorough explanation of the new employee job description and mandate is a necessity
(Baver and Erdogan, 2011). The explanation should provide the job successes and failures,
measurement of the job performance, available learning materials and the importance of the job
description to the college.
-Documentation
Proving compliance and the documentation process is necessary to ensure law compliance,
protection of the employee in legal matters and proof that the job identity.
iv) Benefits of standardized formal orientation
The standardized formal orientation is important because it is proof of the employee's job
within the college (Chiaburu and Marinova, 2015). The following points prove importance;
-The provision of accurate information to the new employee about the job and work
environment.
-Improvement of the employee's confidence and helps the employee in adapting fast into the job.
-Offering many contribution to an effective, efficient and productive workforce.
-Helps in improving the employee's retention.
-Promotion of the rapport and communication between the supervisor and the new employee.
Question 2
a) Design cover with an orientation theme

HUMAN RESOURCE MANAGEMENT 5
i)
ii)
iii)
iv)
b) Prepare the actual content of the program
JOINT WOOD TERTIARY EDUCATION COLLEGE
ORIENTATION PROGRAM
FOR
THE COLLEGE’S NEW STAFF MEMBER
THEME
Incorporating College Culture, Values, Mission and Vision
Date and time
Host
Principal
JOINT WOOD TERTIARY
EDUCATION COLLEGE
Task Leader
Opening remarks Human resource manager
Tour the facility Principal
Introduction to co-workers Principal
Review employer handbook and
paperwork
Human resource manager
Review goal and job expectation Human resource manager
Provide training and shadowing Human resource manager
Assign a mentor Principal
Set an evaluation period principal
Closing remarks Principal

HUMAN RESOURCE MANAGEMENT 6
i) Actual opening remark and welcome
It is a great honour to have a personality like you joining our college. I am delighted this
morning, to have such an eligible person with a good job experience joining the college's
workforce. Assurance is that you will find the college a right place and work environment and
the college's workforce has a good rapport and show of respect to one another. I hope is that you
will contribute tirelessly to ensure the college's mission, vision, culture and values achievement. I
warmly welcome you to the Joint Wood tertiary education college.
ii) Orientation package
-Welcome message
-Employment contract
-College background
-College's policies and procedures
-College's organizational chart, management and facilities map
-The necessary needed items, e.g. pass id
-Welcome gifts, e.g. a cup of coffee
C
i) Delivery
The certainty of the orientation packages determines the method of delivery. The method
solely depends on the resources available and employee availability. The category used can
depend on the manager-supervisor category or technology-based delivering.

HUMAN RESOURCE MANAGEMENT 7
-Giving the new employee a tour of the facility
-Introducing the employee to the colleagues and management
-Provision of the necessary equipment's for set up
-Reviewing their schedules
-Reviewing the initial projects and expectations of the projects.
Professionalism
-Reviewing of company policies
-Update on the administrative details
-Explain about the company history and values.
-Setting up the workplace
-Making time for the on the job training and mentoring
-The certainty of the orientation packages determines the method of delivery. The method solely
depends on the resources available and employee availability. The category used can depend on
the manager-supervisor category or technology-based delivering.
ii) Professionalism
These involve setting up of goals for the new employee that may include;
-The anticipation of identifying and providing effective ways of dealing with risks and problems.
-Learn how to identify the expected assignment goals without input from the management.

HUMAN RESOURCE MANAGEMENT 8
-Constantly communicate about own plans to achieve goals and desires for results in the assigned
work task.
-Proactively look for ways to improve the team.
-Set challenging and achievable goals and develop standard against which one will measure own
behavior and performance.
iii) Room set-up
The establishment set up of reflection and role-playing helps in the promotion of personal
thought. The room set up should position the table and chairs for easy screen projection. Plenty
of space between the participants helps in providing for a room of privacy when one does need to
reflect. Comfortable chairs and writing materials are necessary to help the persons relax while
learning. The room set up should is done for the specific purpose of training.
iv) Teamwork
Teamwork exhibits different dimensions of employee expectation development.
Team spirit- These dimension is built through loyalty, positive behaviours and cohesiveness.
Communication helps build teamwork through open communication, expression of ideas and
opinions, team meetings and frequency of communication.
Common purpose helps build teamwork through clarity in team goal, clear roles and
responsibilities, measurement of goals and time frame.
Agreement on the college's vision helps build teamwork through directional setting, trust,
leadership style, inspiration, motivation and support.

HUMAN RESOURCE MANAGEMENT 9
Teamwork cross-functional promotes teamwork through skill complementary, levels of
participation, cooperation, and breaking down of barriers.

HUMAN RESOURCE MANAGEMENT
10
References
Acevedo, J. M., & Yancey, G. B. (2011). Assessing new employee orientation programs. Journal
of Workplace Learning.
Bauer, T. N., & Erdogan, B. (2011). Organizational socialization: The effective onboarding of
new employees.
Becker, W. (2010). Ethics in human resources: An exercise involving new employees. Journal of
Human Resources Education, 4(4).
Brown, J. (2014). Employee orientation: Keeping new employees on board. humanresources.
about. com/library/weekly/nosearch/nuc042102a. htm, 20(02), 2014.
Chiaburu, D. S., & Marinova, S. V. (2015). What predicts skill transfer? An exploratory study of
goal orientation, training self‐efficacy and organizational supports. International journal
of training and development, 9(2), 110-123.
Klein, H. J., & Weaver, N. A. (2010). The effectiveness of an organizational‐level orientation
training program in the socialization of new hires. Personnel Psychology, 53(1), 47-66.
France, D. R., & Jarvis, R. L. (2016). Quick starts for new employees. Training &
Development, 50(10), 47-51.
Lawson, K. (2015). New employee orientation training. Association for Talent Development.
Williams, J. S. (2010). Orientation program sets new employees off on the right foot. Biomedical
instrumentation & technology, 44(4), 301-304.

HUMAN RESOURCE MANAGEMENT
11
Wallace, K. L. (2013). Creating an effective new employee orientation program. Library
Leadership and management, 23(4), 168-176.