Onboarding plan for employee orientation Part 1

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Onboarding plan for employee orientation




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There is variety of things which should be done before the orientation starts. The managers should email every employee needed for the orientation. You should set up the computers and ensure that they are configured with the new employees’ mails. Provide all the necessary instructions if the employees will be using the computers. It is also important to label each desk containing the computers. Onboarding orientation today is becoming a multi- faceted whereby the employee does not have to fill many forms during the first day of work. For the onboarding orientation of the employees, the many should ask every individual how they want to be managed because every individual got different views concerning management. Give them opportunity to give you their personal goals in the organization because onboarding is performance based (Graybill et al. 2013).

During the onboarding orientation, ensure that you express your gratitude to the employees that you are happy to have them in your company. During the teaching class tell them how you feel pray to sit with them on this day as special people. Explain what is expected from them and their performance to the company (Johnson & Senges, 2010). Give clear details on what entails within the company and how the system works. Give more explanations on the most important objectives of the company so that the employees can concentrate on making them a success rather than spending time on those things which have less importance. Making an onboarding plan is very important to the employees as they see themselves as special, talented people chosen from many individual. Onboarding orientation should also include how they should relate with one another within the organization. Plan on how to have lunch with the employees during this orientation and try to give the best (Council, 2004).

8:00 Opening and introduction

– Assigning each employee a computer

-configuring the employee’s email with the computers

10:00 -10:15 -coffee break

10:15 – Give the employees chance to explain how they would like to be managed.

-Introduction of the company’s objectives to the employees: slide show

-Hold a group analysis of the objectives

-Give clear details of the company’s profile. Computer display

– An overview of the employee’s code of ethics. Book review

-Reading of the company’s policies, rules and regulations: slide show.

-Explain the most important details of the company which the employers should concentrate in.

12:00-12:30 – Lunch break

13:30-16:30 -Plenary discussion of the case study

-Explaining the expected performance of the employees

-Giving appreciation to all in the orientation

-Explain the importance of each employee as per assigned duties.

– explaining some of the safety measures an employee may take.

16:30 -Break

17:00 -Give the summary of the day by the use of computer display

– Give room for any question from the employees.

– Closure

There are various ways of determining the effectiveness of onboarding program. An employer in an organization should use onboarding program to ensure that the employees understand their role within the organization. To check whether the onboarding program is effective it is important to introduce matrices to look on how it is working. Introduce a yield ratio in order to measure or to compare the number of candidates. In addition, yield ratio provides details if there is a breakdown in the onboarding orientation program. Yield ratio provides details on what is happening at the moment. Another way of knowing whether the onboarding is effective is by the use of onboarding cost. Understanding how much the orientation cost makes us implement new ways of using resources. It is important to know the cost of the orientation in order to make the best use of the resources. This also allows us to understand how effective onboarding is (Chapman, 2009). Training of the employees within the organization is very important to improve their performance. This should be done during the onboarding orientation program.

In conclusion, making a hire survey is also valuable in understanding the effectiveness of the onboarding program. Send the survey to all the employees before the onboarding date. The manager should make preparations to ensure that he or she will get the feedback concerning on the places of improvement. The employer should use all the methods to get the information concerning the orientation process. Include a checklist of the details or areas of coverage during onboarding process. The manager should also measure the productivity of the company and make improvement where necessary (Bauer, Erdogan & Taylor, 2012). New employees’ orientation helps them to socialize fully and increase their knowledge towards the success of the organization.

To establish logistic manager, you need to understand the roles like managing the supplies and establishing plan within a business. There are different steps needed in order to compensate for logistic manager. For instance, there is need to know whether the individual is Undergraduate or a graduate person. Most people having a bachelor degree are mostly needed in the posts. Certification is also needed as a logistic manager in order to be able to determine the kind of person in the society. There are steps of ensuring external and internal equity during compensation process. There should be a pay equity process whereby the employees should be educated on the equity plan and how it will be implemented. After introducing the plan, it is also important to the rules governing the plan which would make the plan more meaningful to your employees. Analyze and document the job by establishing the recommendations to all people about the position (Pentland et al, 2007).

Understanding how to manage biasness within your job opportunity is also helpful in creating equity. Train your employees as much as possible and ensure that you select a representation that is capable in handling the post. Indirect compensation means that they are not inclusive in the direct compensation. Indirect compensation is useful between the employer and the employee whereby they usually create a contract. Indirect compensation leads to competitive advantage within the organization. Indirect compensation ensures that every individual within the organization benefit from the organization. Every employee in the organization has got his or her own indirect compensation depending on the issues or benefits he or she is in need of. Indirect compensation also ensures that every employee gets the share of benefit he or she is supposed to get depending on their effort (Pentland et al, 2007).


Wren, C. R., Azarbayejani, A., Darrell, T., & Pentland, A. P. (2007). Pfinder: Real-time tracking of the human body. IEEE Transactions on pattern analysis and machine intelligence, 19(7), 780-785.

Bauer, T. N., Erdogan, B., & Taylor, S. (2012). Creating and maintaining environmentally sustainable organizations: Recruitment and onboarding.

Chapman, C. (2009). Retention begins before day one: orientation and socialization in libraries. New Library World, 110(3/4), 122-135.

Council, C. L. (2004). Driving performance and retention through employee engagement. Washington, DC: Corporate Executive Board.

Graybill, J. O., Taesil Hudson Carpenter, M., Offord Jr, J., Piorun, M., & Shaffer, G. (2013). Employee onboarding: identification of best practices in ACRL libraries. Library Management, 34(3), 200-218.

Johnson, M., & Senges, M. (2010). Learning to be a programmer in a complex organization: A case study on practice-based learning during the onboarding process at Google. Journal of Workplace Learning, 22(3), 180-194.

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