DESIGN
AND PRESENT SUCCESSFUL
NEW EMPLOYEE ORIENTATION PROGRAMS
THREE-DAY CERTIFICATE WORKSHOP
In this three-day certificate workshop, you will learn how to design and
develop a successful orientation program that incorporates twelve
elements of proven, successful orientations. This workshop is based on
national and international research and covers setting objectives,
selecting orientation methods, gaining supervisory involvement and
satisfies safety requirements through a well-designed program. Redesign
existing orientation processes to build employee retention and reduce
turnover.
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When we come on site,
we customize our workshops in two ways.
First, we customize
the workshop content to meet your instructional objectives.
Second, we customize the examples in the exercises to make
them specific to the services you provide.
There is no charge for
this level of customization.
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WORKSHOP CONTENT:
Workshop introduction and objectives
Set personal objectives for the session
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Course Methods:
After completing an
opening activity, participants identify personal objectives
and share them in the large group. Expectations are
clarified and set for the workshop.
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Unit 1: The Orientation Process
Use a 24-point inventory to evaluate your
current orientation
Evaluate your current orientation during
the workshop
Identify orientation as process over time
vs. one-day event
Apply a master orientation developer
checklist
Learn benefits of successful programs
Review twelve best practices from
successful orientation programs
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Course Methods:
Participants assess their
own organization's orientation against key success
criteria. Research results from studies of successful
orientation programs are shared. Participants identify
areas of focus and learning points to apply to their own
orientation.
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Unit 2: How to Plan for Orientation
Examine the Human Resources department's
role and the supervisor's
role
Review examples from successful companies
Describe your typical new employee
Determine typical new employee questions
orientation must answer
Discuss and create realistic and achievable
orientation objectives
Consider the benefits of including skill
objectives in orientation
Avoid expensive mistakes and accidents:
safety first!
Identify who should be involved in NEO and
how to gain their
cooperation
Get supervisors involved in the NEO process
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Course Methods:
Examples, checklists and
case studies illustrate successful planning tools and
techniques. Included are how to identify who comes to
orientation and what they need from an orientation, how to
craft appropriate objectives for the orientation and how to
develop a partnership with managers in the orientation
process.
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Unit 3: Adult
Learning Techniques
Discover how to build retention
Get results through creativity and
accelerated learning techniques
Don't waste the first ten minutes
Experience the do's and don'ts of
"discovery”learning
Use the five adult learning steps
throughout the orientation process
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Course Methods:
Adult learning concepts
are distilled from a 60-minute simulation in which
participants teach a partner a five-minute lesson. Each
learner gets feedback on and is measured against ten aspects
of his teaching style. Through a debriefing discussion,
participants identify what helps adults learn and remember
and how to improve their teaching style. Special emphasis is
given on how to process any learning experience in the
orientation process to maximize retention.
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Unit 4: Select Orientation Content, Methods and Activities
Discuss what information new employees
need: enough vs. too much
Decide when and who should deliver
orientation information
Select appropriate methods to deliver
timely orientation
Assess first day do's and don'ts
Review sample schedules and checklists
Analyze salaried, hourly, staff and
supervisory orientation examples
Eliminate boredom and other pitfalls
Apply "self-discovery" orientation methods
Make orientation more self-directed
Compare special techniques for online
orientation
Effectively use buddy and mentor system as
part of orientation
Create opening activities for group
orientations
Evaluate five key tips on taking plant
tours
Communicate corporate culture and influence
a new employee's
attitudes
Invite and guide guest speakers
Determine the best audio-visual support is
bet
Customize checklists for benefits, safety,
written materials
and retention
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Course Methods:
Checklists, examples,
templates and models illustrate ways to select content,
methods and activities. Case studies and exercises help
participants apply these to their own situations. Included
are design tools including the use of appropriate methods,
how to identify how much practice is needed to learn a skill
and how to pace the orientation to avoid boredom.
Participants apply these tools to case studies and then
their own orientation.
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Unit 5:
Develop Orientation Materials and Exercises
Develop activities and exercises that build
retention
Examine tips for writing demonstrations
with skill practice and
case studies, information searches, interviews, games, role plays,
self-assessments
Use a comprehensive guide to develop
activities and exercises
Design appropriate involvement activities
for orientation
Craft orientation materials that work
Create programmed notes, job aids and
checklists
Use a 15-point checklist to develop
complete handouts
Identify when to develop one of three types
of orientation facilitator
plans
Write orientation facilitator plans for
others to use easily
Apply an orientation facilitator plan
checklist
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Course Methods:
Participants are given a
process for developing orientation activities and tips for
writing common methods. They then recommend appropriate
uses and adult learning processing questions for each type
of method. Participants play a sample NEO game and
customize questions for their own orientation game.
Participants identify how
to write appropriate orientation activities, handouts and
orientation facilitator plans for their future session. An
inventory is provided to help participants decide which of
three types of orientation facilitator plans are appropriate
and a brief activity is completed to identify how to expand
a facilitator plan.
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Unit 6: Process Orientation
Activities for Full Impact
Facilitate without interfering
Balance process and content
Use small groups productively
Determine when to partner and use
self-directed discovery methods
Facilitate demonstration with skill
practice
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Course Methods:
An inventory on group
process skills is followed by a large group problem solving
discussion. The instructor gives participants feedback on
the balance of task and maintenance skills used during the
discussion and how skills are used in a facilitated session.
Tips for how to make small groups productive and how to use
partners in orientation activities are discussed in the
large group. A process for facilitating demonstrations with
skill practice is reviewed, demonstrated and practiced.
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Unit 7: Evaluate Your Orientation
Assess new hire reaction
Analyze whether or not NEO objectives are
reached
Determine if new knowledge transfer to the
job
Use benefits to show bottom line results
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Course Methods:
Kirkpatrick's four
levels of evaluation model is used to develop four types of
evaluations. Use of trend analysis based on participant
feedback is demonstrated. Participants see models and write
questions to measure knowledge. Skill performance
checklists are shown and the participants complete a case
study to practice checklist development. A model of
cost-benefit analysis is shown and participants complete a
brief exercise to identify appropriate performance
indicators.
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Unit 8: Special Considerations
View sample letters of invitations and
announcements
Discuss considerations for orienting
temporary employees
Create a survival guide for new employees
Overview new company start-up orientation
Compare orientation issues for mergers,
acquisitions and reorientation,
new departments,
branches, stores, etc.
Use a corporate welcome wagon to orient
management families
Evaluate ideas on multi-location and
intranet delivery
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Course Methods:
Examples, checklists, forms, and templates provide resources
to address special issues present in the orientation
process. Interactive discussion and problem solving provide
opportunities to deal with specific participant issues and
concerns.
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WORKSHOP OBJECTIVES
By the end of the workshop, as a
participant you will be able to:
Assess bottom-line benefits of successful
orientation programs.
Select critical information employees need
to be effective and
successful.
Review twelve orientation best-practices
and apply them to
your organization.
Measure the content of your orientation
against successful programs.
Set key objectives that are appropriate for
your organization.
Limit content to what is important and
relevant.
Identify how to appropriately partner with
the supervisors of
new employees.
Use a safety checklist to evaluate your
current orientation.
Identify how to use buddy and mentor
systems effectively.
Determine special techniques to pass on
corporate culture to
new employees.
Eliminate boredom and keep the pace alive.
Practice techniques to involve new
employees.
Avoid pitfalls of ineffective orientation
programs.
Select critical first day activities and
what employees can do prior
to the first day.
Apply orientation design techniques to all
new employee situations.
Develop effective training materials and
activities.
Use a unique inventory to select three
types of lesson plans correctly.
Craft effective handouts and job aids.
Implement adult learning concepts using
three unique process tools.
Use adult learning techniques to improve
employee retention.
Employ four aspects of setting an adult
learning climate.
Involve the new employee using a variety of
tools and techniques.
Conduct demonstrations appropriately using
a five-step adult
learning model.
Practice ways to make NEO interactive,
enjoyable and effective.
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2 CEUs (20 Contact
Hours) |
