Employee on-Boarding: orientation and induction

1Employee On-Boarding: Orientation and InductionChapter 52Learning ObjectivesExplain some useful tactics for the new employee’s first day on the job.Analyze the basic concerns of new employees as they begin work at and adapt to the hospitality organization.Explain important procedures that should be used as employee orientation programs and procedures are developed and implemented.3Learning ObjectivesDescribe two final orientation-related activities: departmental induction and orientation follow-up.State the importance of employee handbooks, and list typical policy and procedure topics typically included in them.4The New Employee’s First DayTypically, the first day’s activities should be limited to what a new employee can reasonably be expected to learn and do on a first shift.5The New Employee’s First DaySuggested first day activities:Provide staff members with the new employee's résuméAssign an experienced employee to serve as a short-time mentorSet-up the new employee's workstation6The New Employee’s First DaySuggested first day activities: (cont.)If employment-related forms must be reviewed and/or signed, they should be made availableIf possible, the senior manager of the unit should personally meet and greet the new employee7The New Employee’s First DaySuggested first day activities: (cont.)Remember that the new employee is experiencing the organization’s culture for the first timeThink beyond the on-boarding process8The New Employee Adaptation ProcessWhether it is planned or just “happens,” all newly employed staff go through an adaption process.Adaptation (to organization): The process by which new employees learn the values of and “what it’s like” to work for a hospitality organization during initial on-job experiences.9The New Employee Adaptation ProcessStep 1- New employee has perceptions and attitudes about the work and the organizationStep 2- Early on-job experiences (orientation and training) affect new employee’s attitude10The New Employee Adaptation ProcessStep 3 - New employee adapts to the organization, is accepted by peers, and wants to become team memberStep 4 - Initial on-job performance is affected by attitude about organization, desire to work to standards, and interest in remaining with the organization11Orientation Programs and ProceduresOrientation: The process of providing basic information about the hospitality organization that must be known by all staff members in every department.12Orientation Programs and ProceduresGoals of Orientation Programs:Provide an overview of the organizationMission statement: A strategic statement that indicates (provides an overview of) what the hospitality organization wants to accomplish, and how it intends to do so.Indicate the new staff member’s roleExplain policies, rules, and other information13Orientation Programs and ProceduresGoals of Orientation Programs: (cont.)Outline specific expectationsProvide details about employee benefitsMotivate new staff members14Orientation Programs and ProceduresCommon new-employee questions to answer:Where do I “fit in” to the organization?Where and how can I contribute my time and talents?What are my duties?What are my rights?What are my limits?How can I advance (and to what positions) within my new organization?15Orientation Programs and ProceduresOrientation Checklist:Organizational introductionStaff Member-Related Policies such as:AppearanceConductJob Performance16Orientation Programs and ProceduresOrientation Checklist: (cont.)Employee BenefitsCompensation InformationSafety ConcernsPhysical FacilitiesOther Orientation Information and Activities17Orientation Programs and ProceduresOrientation kit: A package of written materials given to new employees to supplement the oral information provided during the orientation session.18Orientation Programs and ProceduresOrientation kits can include:Organization chartEmployee handbookEmployee performance appraisal forms/proceduresEmployee newsletterFederal, state, and local tax law materialsLayout (maps) of large facilitiesAccident prevention guidelines19Other Early Employment ActivitiesA hospitality organization’s emphasis on on-boarding continues after the initial orientation process is completed.Two additional processes include those for departmental induction and post-orientation follow-up.20Other Early Employment ActivitiesDepartmental induction procedures are important Induction: The process of providing new employees with basic information that everyone in their department must know that is unique to their department.21Other Early Employment ActivitiesOrientation Follow-UpNew staff members should understand they will be participating in a well-organized training program designed to help them perform job tasks that meet quality and quantity standards. 22Employee HandbooksEmployee handbooks are necessary and should detail:Employer’s policiesEmployee benefitsEmployment practices23Employee HandbooksTactics for consistent application of policies and procedures:Standards should be respected and consistently met.Managers, supervisors, and employees should role-model examples for their peers.Inform staff members about the reasons for the policies and procedures.24Employee HandbooksSample Employee Handbook topicsAbsenteeismAccessibility for DisabledAccidentsAccrual of VacationAdvancementAlcohol testingAmericans with Disabilities ActAnnouncements of OpeningsAppearance and GroomingAppraisalAttendanceAwardsBadges (name tags)BenefitsBereavement leavesBidsBreaksCall-Back PayCall-Out PayChanging DepartmentsChild Care leaveCode of EthicsCommendationsCommercial Driver’s licenseCompensationCompetenceComplaintsComplianceComputer Use (Personal)ConcernsConferencesConfidentialityConflicts of InterestConsultants (Use of)Continuing EducationControlled SubstancesConventional Standards of workplace BehaviorCorporate ComplianceCounselingCriminal ConvictionsCustomer ServiceDental InsuranceDepartment transfer QuestionnaireDifferentialsDisability InsuranceDisciplinary ProcessDiscrimination ClaimsDisplacementsDress Code25Employee HandbooksSample Employee Handbook topics (cont.)Drug testingDrug UseDrug-Free Awareness ProgramDrug-Free workplaceDrugsEducational AssistanceEducational leaveEmergency Plans/ PreparednessEmployee Assistance ProgramEmployee BadgesEmployee FileEmployee Identification ProgramEmployee of the month/ yearEmployee Performance AppraisalEmployee-at-willEqual EmploymentEthicsEvaluationExit InterviewExpenses, NoneducationalExtended Sick PayFamily medical leave ActFitness for DutyFuneral leaveGifts/GratuitiesGrant EmployeesGrantsGrievance/Complaint ProceduresHarassmentHealth InsuranceHiringHiring of Family membersHolidaysHourly Associate ForumHours of workIdentificationIndustrial InjuryIntegrityInvestigationJob EvaluationJob OpportunitiesJob PostingsJob QualificationsJob rotationJob VacanciesJury DutyLayoffsLeave of AbsenceLeaves26Employee HandbooksSample Employee Handbook topics (cont.)Leaving DepartmentLeaving Employment lockersLost time ClaimsMeal Allowance/ PeriodsMedical ClaimsMilitary leaveModified DutyMultiple EmploymentNew JobsOn-Call PayOrientation PeriodOvertimeOvertime PayPaid HolidaysParkingPay and Pay PeriodsPayroll DeductionsPensionPersonal BusinessPersonal Code ofConductPersonal HolidaysPersonal leavePersonal recordsPostingProbationary Employees/ PeriodsProblemsProfessional DuesProfessionalismQualificationsQualifying PeriodsRecallRecording work timeRecruitingReference ChecksRelationships (on-job)ResignationRetirement ProgramsReturn of Organization’s PropertyReturn to workSafety/SecuritySalarySchedule PostingScheduling VacationSenioritySeniority Calculation27Employee HandbooksTactics for consistent application of policies and procedures:Information about the most important policies and procedures should be presented during orientation. Staff members should recognize that compliance with reasonable policies and procedures is part of the agreement with, and relationship between, their employers and themselves.