Orientasi Pekerja

Orientasi pekerja ialah proses pengenalan di mana pekerja baru atau pekerja berkenalan atau membiasakan diri dengan budaya, peranan mereka dalam organisasi, proses, tanggungjawab dan latar belakang organisasi.

Orientasi pekerja juga dikenali sebagai onboarding, yang melibatkan proses tertentu seperti pengenalan dengan rakan sekerja, sesi latihan dan bimbingan serta pencerahan dengan maklumat penting. Ini membantu pekerja baharu berasa selesa, termaklum dan bersedia untuk peranan dan tanggungjawab yang datang kepada mereka.

Apakah orientasi pekerja?

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.

‍

What is the purpose of an employee orientation program?

Tujuan utama program orientasi pekerja ialah ia membolehkan pekerja baharu membiasakan diri dengan maklumat dan objektif yang diperlukan, yang membantu dalam peralihan yang lancar dalam peranan dan tanggungjawab serta menjadi aset kepada organisasi.

Ia juga membolehkan pekerja baharu berhubung dengan rakan sekerja, penyelia dan ahli lain mereka, yang membantu mereka berasa terlibat, dihargai dan bermotivasi terhadap peranan itu.

Mengapa orientasi pekerja penting?

Orientasi pekerja dianggap penting kerana beberapa cara:

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.

Apakah yang termasuk dalam orientasi pekerja?

Orientasi pekerja biasanya termasuk:

Gambaran keseluruhan syarikat (sejarah, misi, nilai)
Peranan dan tanggungjawab kerja
Polisi dan prosedur tempat kerja
Pengenalan kepada rakan sekerja dan kakitangan utama
Peluang latihan dan pembangunan
Maklumat faedah dan faedah
Protokol keselamatan dan keselamatan
Organizational culture and expectations

Apakah 5 elemen yang akan anda masukkan dalam program orientasi?

Lima elemen yang perlu disertakan dalam setiap program orientasi ialah:

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.
‍
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.

Apakah komponen orientasi pekerja yang berkesan?

Komponen orientasi pekerja yang berkesan ialah:

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.
‍
Sokongan dan daftar masuk yang berterusan : Susulan dan daftar masuk yang kerap pada bulan-bulan awal membantu pekerja baharu menyesuaikan diri, menangani cabaran dan kekal mengikut matlamat mereka.

Apakah perbezaan antara orientasi pekerja dan orientasi?

Berikut ialah pecahan perbezaan utama:

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.

Tinjauan nadi pekerja:

Ini ialah tinjauan pendek yang boleh dihantar dengan kerap untuk menyemak pendapat pekerja anda tentang sesuatu isu dengan cepat. Tinjauan ini mengandungi kurang soalan (tidak lebih daripada 10) untuk mendapatkan maklumat dengan cepat. Ini boleh diberikan secara berkala (bulanan/mingguan/suku tahunan).

Pertemuan satu lawan satu:

Mengadakan mesyuarat berkala selama sejam untuk sembang tidak rasmi dengan setiap ahli pasukan ialah cara terbaik untuk memahami apa yang berlaku dengan mereka. Memandangkan ia adalah perbualan yang selamat dan peribadi, ia membantu anda mendapatkan butiran yang lebih baik tentang sesuatu isu.

eNPS:

eNPS (skor Promoter Bersih pekerja) ialah salah satu cara paling mudah lagi berkesan untuk menilai pendapat pekerja anda tentang syarikat anda. Ia termasuk satu soalan menarik yang mengukur kesetiaan. Contoh soalan eNPS termasuk: Sejauh manakah anda mengesyorkan syarikat kami kepada orang lain? Pekerja menjawab tinjauan eNPS pada skala 1-10, di mana 10 menandakan mereka 'berkemungkinan besar' mengesyorkan syarikat dan 1 menandakan mereka 'sangat tidak mungkin' mengesyorkannya.

Berdasarkan maklum balas, pekerja boleh diletakkan dalam tiga kategori berbeza:

Penganjur
Pekerja yang telah bertindak balas secara positif atau bersetuju.
Pengkritik
Pekerja yang telah bertindak balas secara negatif atau tidak bersetuju.
pasif
Pekerja yang kekal neutral dengan jawapan mereka.

What are some employee orientation best practices?

Program orientasi yang tersusun dengan baik menetapkan nada untuk pengalaman pekerja yang positif. Berikut ialah beberapa amalan terbaik untuk diikuti:

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.
‍
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.

Bagaimana untuk mengorientasikan pekerja baru?

Format program orientasi Pekerja mungkin berbeza-beza. Elemen asas adalah seperti berikut:

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.
‍
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.

Bagaimana untuk membuat program orientasi pekerja?

Untuk mencipta program orientasi pekerja yang berkesan, ikuti langkah berikut:

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.
‍
Gather feedback: Solicit feedback from both new hires and facilitators to continuously improve the orientation program.