Glossaire

Glossaire des termes relatifs à la gestion des ressources humaines et aux avantages sociaux

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Orientation des employés

L'orientation des employés est un processus d'introduction au cours duquel les nouveaux employés se familiarisent avec la culture, leur rôle dans l'organisation, les processus, les responsabilités et les antécédents de l'organisation.

L'orientation des employés est également connue sous le nom d'onboarding, qui implique certains processus tels que la présentation des collègues, des sessions de formation et de mentorat, et la diffusion d'informations importantes. Cela permet aux nouveaux employés de se sentir à l'aise, informés et préparés aux rôles et responsabilités qui leur sont confiés.

Qu'est-ce que l'orientation des employés ?

Employee orientation, also referred to as Onboarding, which is a formal introduction between the new employee and the organization, tends to be conducted in the initial days or weeks of joining.

This process helps the new employee to get familiar with the new workplace, which basically includes providing information, resources, and assistance to the new employee to feel comfortable in the new working space and work to their full potential.

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What is the purpose of an employee orientation program?

L'objectif principal d'un programme d'orientation des employés est de permettre aux nouveaux employés de se familiariser avec les informations et les objectifs nécessaires, ce qui contribue à une transition en douceur dans les rôles et les responsabilités et constitue un atout pour l'organisation.

Il permet également aux nouveaux employés d'entrer en contact avec leurs collègues, leurs supérieurs et d'autres membres, ce qui les aide à se sentir engagés, valorisés et motivés par leur rôle.

Pourquoi l'orientation des employés est-elle importante ?

L'orientation des employés est considérée comme importante à plusieurs égards :

Easy onboarding: This helps a smooth transition in their roles and responsibilities and assimilate with their surroundings to work effectively.
Clear expectations: It helps to ensure the basic job positioning and performance expectations so that they can align with the code of conduct and efforts.
Information transfer: Orientation allows the organization to pass the information to the new hires, which includes mission, vision, and culture, so that they can contribute to their full potential.
Engagement and motivation: A well-established orientation allows the creation of a positive impression and makes new hires feel engaged, which keeps them motivated to work towards the goal.
Connecting with employees: Employee orientation allows new employees to build relationships, such as connecting with co-workers, managers, and other members. This allows employees to have a sense of belonging.
Productive performance: Well-organized orientation fosters new employees to gain knowledge and skills related to their job roles and perform accordingly; this allows employees to understand tasks and tools through various training and mentoring programs.
Job retention: Onboarding contributes to employee satisfaction, making them feel welcomed and supported. This positive experience fosters them to commit to long-term relationships with the organization.

Qu'est-ce qui est inclus dans l'orientation des employés ?

L'orientation des employés comprend généralement

Présentation de l'entreprise (historique, mission, valeurs)
Rôle et responsabilités
Politiques et procédures sur le lieu de travail
Présentation des collègues et du personnel clé
Possibilités de formation et de développement
Informations sur les avantages et les bénéfices
Protocoles de sécurité et de sûreté
Organizational culture and expectations

Quels sont les 5 éléments que vous allez inclure dans le programme d'orientation ?

Les cinq éléments qui doivent être inclus dans chaque programme d'orientation sont les suivants :

Company overview: Providing information about the organization's history, mission, values, goals, and structure.
Job role and responsibilities: Clearly define the new employee's job duties, expectations, performance metrics, and reporting structure.
Policies and procedures: Explaining company policies, such as attendance, code of conduct, safety regulations, IT security, and any other relevant guidelines.
Introduction to colleagues: Facilitating introductions to coworkers, supervisors, and key personnel to foster networking and collaboration.
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Training and development: Offering training sessions or resources to help the new employee develop the necessary skills and knowledge for their role and career growth within the organization.

Quelles sont les composantes d'une orientation efficace des employés ?

Les éléments d'une orientation efficace des employés sont les suivants :

Welcome and introduction: A warm welcome from senior leadership sets a positive tone. An overview of the company's history, mission, and values helps new hires understand its purpose and ethos.
Administrative essentials: This includes completing the necessary paperwork, understanding HR policies, benefits enrollment, and logistical details like office hours, dress code, and security protocols.
Job role and expectations: Detailed explanation of the new employee's role, goals, performance metrics, and how it aligns with the broader organizational objectives.
Training and Development: Providing initial training on systems, tools, processes, and any specific skills required for the job ensures that employees feel equipped to perform their duties effectively.
Introduction to team and resources: Facilitating introductions to colleagues, mentors, and key stakeholders fosters a sense of belonging. Additionally, familiarizing employees with available resources, such as employee assistance programs and support networks, promotes well-being.
Feedback mechanism: Setting up a feedback mechanism allows new hires to express concerns, ask questions, and provide input on their onboarding experience, facilitating continuous improvement.
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Un soutien et des contrôles continus: Des suivis et des contrôles réguliers au cours des premiers mois aident les nouveaux employés à s'acclimater, à relever les défis et à rester sur la bonne voie pour atteindre leurs objectifs.

Quelle est la différence entre l'orientation et l'intégration des employés ?

Voici un aperçu des principales différences :

Employee orientation:

Focus: A brief introduction to the company, its culture, and basic workplace procedures.
Duration: Typically takes place over a day or a few days.
Content: Orientation often covers essential information like company policies, benefits overview, IT setup, tours of the workspace, and introductions to key colleagues.

Employee onboarding:

Focus: A comprehensive program designed to help new hires adjust to their role, understand the company culture, and become productive members of the team.
Duration: Onboarding can last for weeks, months, or even a year, depending on the complexity of the role and the organization's approach.
Content: Onboarding delves deeper into job-specific training, mentorship opportunities, performance goal setting, team integration activities, and ongoing support throughout the new hire's initial adjustment period.

Enquêtes sur le pouls des employés :

Il s'agit d'enquêtes courtes qui peuvent être envoyées fréquemment pour vérifier rapidement ce que vos employés pensent d'un sujet. L'enquête comprend moins de questions (pas plus de 10) afin d'obtenir rapidement des informations. Elles peuvent être administrées à intervalles réguliers (mensuels/hebdomadaires/trimestriels).

Rencontres individuelles :

Organiser périodiquement des réunions d'une heure pour discuter de manière informelle avec chaque membre de l'équipe est un excellent moyen de se faire une idée précise de ce qui se passe avec eux. Comme il s'agit d'une conversation sûre et privée, elle vous permet d'obtenir de meilleurs détails sur un problème.

eNPS :

L'eNPS (employee Net Promoter score) est l'un des moyens les plus simples et les plus efficaces d'évaluer l'opinion de vos employés sur votre entreprise. Il comprend une question intrigante qui permet d'évaluer la loyauté. Voici un exemple de questions posées dans le cadre de l'eNPS Quelle est la probabilité que vous recommandiez notre entreprise à d'autres personnes ? Les employés répondent à l'enquête eNPS sur une échelle de 1 à 10, où 10 signifie qu'ils sont "très susceptibles" de recommander l'entreprise et 1 signifie qu'ils sont "très peu susceptibles" de la recommander.

Sur la base des réponses, les salariés peuvent être classés dans trois catégories différentes :

Promoteurs
Employés qui ont répondu positivement ou qui sont d'accord.
Détracteurs
Employés qui ont réagi négativement ou qui ont exprimé leur désaccord.
Passives
Les employés qui sont restés neutres dans leurs réponses.

What are some employee orientation best practices?

Un programme d'orientation bien structuré donne le ton à une expérience positive pour les employés. Voici quelques bonnes pratiques à suivre :

Pre-boarding communication: Start the welcoming process even before the first day. Send a welcome email with essential details, answer any questions, and express your excitement about the new hire joining the team.
Warm welcome & introductions: Ensure a warm welcome on the first day. Introduce the new hire to key colleagues, including their direct supervisor, team members, and HR representatives.
Clear & organized agenda: Provide a clear agenda for the orientation program, outlining the topics covered and the schedule for the day(s).
Company overview: Present an engaging overview of the company's history, mission, values, and culture. This helps the new hire understand the organization's bigger picture and their role within it.
Benefits & policies: Thoroughly explain employee benefits, compensation structure, and important company policies, such as vacation time, sick leave, and code of conduct.
Logistics & resources: Equip the new hire with the necessary tools and resources to succeed, such as setting up their workspace, IT access, and login credentials for company software.
Interactive activities: Incorporate interactive activities, like team-building exercises or icebreakers, to make the orientation more engaging and help the new hire feel comfortable interacting with colleagues.
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Feedback & Q&A: Encourage the new hire to ask questions throughout the orientation and provide opportunities for feedback to ensure they feel heard and have a clear understanding of the information presented.

Comment orienter les nouveaux employés ?

Le format du programme d'orientation des employés peut varier. Les éléments de base sont les suivants :

Introduction and initiatory greetings: The meetings are conducted by the human resources department, which introduces and makes the first formal greetings to the manager and the members and co-workers.
Overview of the company: Now, employees are provided with insights into the company’s mission, basic values, and goals to be achieved, and their role will help in overall success.
Policies and protocols: The policies and protocols are informed, which involves leaving policies, code of conduct, and confidentiality of the data.
Job-focused training: New employees are trained according to their specific job roles, which helps them to upskill and get familiar with the tools and techniques being used in the organization; this training includes technical training and skill development programs.
Benefits and perks: Employees are familiarized with the certain benefits and perks they would be provided throughout, such as healthcare plans, loans, and other perks.
Workplace safety: All the knowledge related to workspace safety and any specific health and safety guidelines are provided in the session.
Team introduction: Introduced to their team members and department co-workers, also get familiarized with the mode of communication and interaction sessions.
Essential support: Employees are provided with the resources like organizational sheets, manuals and policies, and tools.
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Follow-up: During the orientation, new hires are provided with ongoing support and certain follow-up meets to cross-check with them, as this helps them to feel supported and get integrated into the company.

Comment créer un programme d'orientation des employés ?

Pour créer un programme d'orientation des employés efficace, suivez les étapes suivantes :

Assess needs: Identify the key information, skills, and resources new employees need to succeed in their roles.
Plan content: Develop a structured agenda covering company overview, job roles, policies, procedures, training, and introductions.
Gather resources: Compile relevant materials, documents, and training resources to support the orientation process.
Design delivery methods: Determine how the orientation will be delivered, whether through in-person sessions, online modules, or a combination of both.
Schedule sessions: Coordinate dates and times for orientation sessions, ensuring they align with new hires' start dates.
Assign responsibilities: Delegate tasks to HR staff, managers, and mentors involved in conducting the orientation.
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Gather feedback: Solicit feedback from both new hires and facilitators to continuously improve the orientation program.