新员工培训的问题与对策研究——以中国中车瑞泰科技有限公司为例外文翻译资料-外文翻译网

Tips for a Better New Employee Orientation

How to Create a Superior Employee Orientation Process

Your new employee orientation is a make #39;em or break #39;em experience, for a new employee. At its best, the process of new employee orientation solidifies the new employee#39;s relationship with your organization. It fuels their enthusiasm and guides their steps into a long-term positive relationship with you. It helps you retain the employees that you most want to keep.

Done poorly, your new employee orientation will leave your new employees wondering why on earth they walked through your door. This lays the foundation for a negative employee experience of your job and organization—why go there when the war for excellent talent is escalating?

Picture this scenario, which plays out every day in organizations. Your companyrsquo;s new employee orientation program has slick, pre-printed handouts. The programrsquo;s savvy, friendly presenter uses good visuals such as overhead transparencies and a white marker board. Participants receive a guided tour of the facility.

The hundred-page employee handbook is safely tucked under their arms. Yet the average employee feels bewildered, overwhelmed, and far from welcome. Not your intention at all! Whatrsquo;s missing? How can you take your program from simply orienting to integrating your new hire?

Remember That Your New Hires Are Human

Many new hires question their decision to change companies by the end of their first day. Their anxieties are fueled by mistakes that companies often make during that first-day new employee orientation program. These common mistakes include:

Overwhelming the new hire with facts, figures, names and faces packed into one eight-hour day;

Showing boring orientation videos;

Providing lengthy front-of-the-room lectures; and

Failing to prepare for the new hire by providing appropriate equipment such as a laptop and adequate assignments so the new employee feels as if they have jumped right into the work of the new job.

Before you completely revamp your present new employee orientation process, ask yourself the following question: 'What do you want to achieve during new employee orientation? What first impression do you want to make?'

A companyrsquo;s positive first impressions can cement the deal for a newly recruited employee. Those positive strokes can also speed integration and productivity. Research shows that good orientation programs can improve employee retention by 25 percent.

The Ideal Orientation for Your New Hires

Dr. John Sullivan, head of the Human Resource Management Program at San Francisco State University, concludes that several elements contribute to a world-class new employee orientation program. The best new employee orientation:

Targets goals and meets them,

Makes the first day a celebration,

Involves family as well as coworkers,

Makes new hires productive on the first day,

Is not boring, rushed or ineffective, and

Uses feedback to continuously improve.

Make Employees Say During NEO: I Am Welcomed, Therefore, I Belong

Most organizations are great at celebrating the departure of a beloved coworker. Why are organizations often so awful at welcoming a new employee? Think about arranging a party to welcome the new employee. Celebrations produce enthusiasm. Have you experienced starting a new job only to have your coworkers and supervisor ignore you during the first week?

If so, you understand the effectiveness of even a little enthusiasm. Some simple celebration methods might include a letter of welcome signed by the CEO, a company t-shirt signed by all department members, and a cake with candles on the employeersquo;s first day. Involve families in the celebration. Schedule a welcome luncheon or dinner for spouses and families during the employeersquo;s first month.

Old-fashioned welcome wagons were once used to deliver goodies to new members of a community. You can establish your own welcome wagon. Freebies that aid the new hire in his job will reinforce the belief that company employees are glad he is there and want him to succeed.

As an example, a map showing nearby eateries is helpful and appreciated. (An invitation to lunch from coworkers each day during the employeersquo;s first week is even more welcoming.) Go one step further than providing a map of the facility and the parking lot. Provide your new person with a photo of himself in the parking lot, in front of the company sign. Visuals have a great impact.

Prepare for Instant Productivity From Your New Hire

Employers frequently overlook the most fundamental question of the new recruit. He wants to know how his work impacts his department and ultimately, the company. Your new employee orientation should include an overview of each departmentrsquo;s function. Include information about what specifically goes into each department (inputs) and what comes out (products).

Provide examples of how these functions relate to the employeersquo;s job. Spend some time during the new employee orientation allowing each person to examine how his new job and its responsibilities fit in. Discuss the expected contributions and how they will help the company. Be sure to point out how new employees can offer feedback for making improvements.

Examine your new employee orientation program from the perspective of the new employees. Anticipate their anxieties, as well as their questions. Provide a glossary of company acronyms, buzzwords, and FAQs so they donrsquo;t have to ask the most basic questions.

Distribute a help source card that provides the names and email addresses of people who are pre-designated for questions. You may also want to assign a departmental mentor to assist with questions and the new employee orientation process during the employeersquo;s first month.

Manage the Integration of Your New Hire

Ideally, the new hirersquo;s im

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