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HUMAN RESOURCES
Corporate Orientation Programs
Retaining Great People Begins Before Day One
by Denise Moretti
The Hamister Group Corporate success depends
upon having a tight group of people united by
the common goal of accomplishing great
things. The best way to accelerate the period
of time necessary for new co-workers to feel
a part of your team is to implement an effective
orientation program. You hired
these individuals because you thought
they would be great assets to your department
and a competitive advantage
to your company. So take the time to
develop an orientation program that
will allow both of you to begin your
new journey together on the right foot.
Here’s how:
Eight Keys to an Effective Orientation
Program :
1. Prepare. Have a designated person or
HR team that prepares all paperwork, handbooks,
workbooks, and minor details before
hand. This will ensure that you are organized and
consistent. Minor details may include: making sure
that office/desk areas are clean, supplies ready, computer
set-up, telephone programmed, name badge made, etc.
2. Provide an itinerary. Prepare an agenda from start to finish,
including meet and greets with other co-workers, informational
sessions with key players, etc.. By completing these
basic tasks BEFORE the first day you show new employees
that you are ready and eager for their arrival.
3. Get the word out. Send out an e-mail informing your
current co-workers who the new employees are, where they
are from, what position they will be assuming, as well as some
background information.
4. Details, Details, Details. Send essential information to
the new co-workers’ homes before the first day. Welcome
them to the company and provide them with details regarding
their orientation. Make them feel as comfortable as possible.
Inform them of simple things, such as: where to park, what
door to go in, whom to ask for when they arrive, what room
the orientation session is in, etc.. Little things like this lessen
first-day anxiety.
5. Mix it up. Have more than one “presenter.” There
is nothing worse than sitting in an orientation session for 8
hours straight with the same person: your audience will lose
interest and won’t retain information. Involve technology
and different modes of communication. For example, rotate
between videos, PowerPoint presentations, talking/conversation,
etc..
6. Avoid information overload. Spread the orientation program
out over a 2 to 3 day period, maybe even longer. Don’t
focus on every little detail, but provide general overviews; the
new co-worker will take in more specific information during
the on-the-job training process.
7. After the fact. Have something that new-hires can take
home and review. It should contain the majority of the
information conveyed during the orientation. This will allow
them to re-examine what they have learned and determine any
questions they might need to ask.
8. Evaluate. Have a feedback mechanism in place, such
as a written evaluation form, that the new co-worker can
complete. This tool will help you continually improve your
orientation program.
Development and implementation of an effective orientation
program is a challenge, but one that should be of high priority,
as well as a team effort. I pride myself in watching others succeed
because they were provided with the necessary tools and
resources. Do it right the first time by making new co-workers
feel welcome and prepared, even before their first day!
The Hamister Group, Inc. is a rapidly growing hotel management company. A leader
in assisted living and health care management for over 25 years, the company now
manages fi ve hotels in Tennessee and Kentucky.
3 HOSPITALITY MALDIVES OCTOBER/NOVEMBER 2006