PAD214 (UITM Sabah)

PAD214 (UITM Sabah)

What is the main purposes of orientation programs?

Orientation means, to educate new employees about the goals and responsibilities of the position and company, as well as to answer any questions they may have about Human Resource (HR), benefits and payroll information. in other word, orientation used to inform the new employees about the organization they worked such as the goals or rules and the duties they have to follow in order to make the goals set will be achieve. According to Dr. Judith Brown, she define orientation as a one way to welcome new employees in the organization which means. Moreover, the orientation program will help a new employees in productivity if the orientation program has succeed and these will decrease turnover rates of employees later. As a result, orientation have various purpose that give benefits not only for the new employees but also the organization.

1. To Reduce Start Up Costs: Proper orientation can help the employee get up to speed much more quickly, thereby reducing the costs associated with learning the job. this mean, organization can reduce cost to send a new employees joined development programs because when orientation programs done, it's will give more information of the duties in the job. For example, when orientation conducted, the manager will give information needed to guard a new employees in finished their task given such as accountant it is necessary in Preparing and certifying financial statements for presentation to management.
2. To Reduce Anxiety: Any employee, when put into a new, strange situation, will experience anxiety that can impede his or her ability to learn to do the job. Proper orientation helps to reduce anxiety that results from entering into an unknown situation, and helps provide guidelines for behavior and conduct, so the employee doesn't have to experience the stress of guessing.
3. To Reduce Employee Turnover: Employee turnover increases as employees feel they are not valued, or are put in positions where they can't possibly do their jobs. Orientation shows that the organization values the employee, and helps provide the tools necessary for succeeding in the job.
4. To Save Time for the Supervisor: Simply put, the better the initial orientation, the less likely supervisors and co-workers will have to spend time teaching the employee.
5. To Develop Realistic Job Expectations, Positive Attitudes and Job Satisfaction: It is important that employees learn as soon as possible what is expected of them, and what to expect from others, in addition to learning about the values and attitudes of the organization.

• While people can learn from experience, they will make many mistakes that are unnecessary and potentially damaging. The main reasons orientation programs fail: The program was not planned; the employee was unaware of the job requirements; the employee does not feel welcome.Employee orientation is important - orientation provides a lot of benefits, and you can use feedback to make your orientations even better.

*Dr. Judith Brown is the Sr. Compliance Specialist, Human Resources, National Security Programs at AECOM. Brown has her Masters degree in Human Resource Management and her Doctoral degree from Virginia Tech (May 2010). She enjoys traveling, reading mysteries, dancing and gardening. You can reach her at Judith.Brown@aecom.com or visit their website:AECOM.

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PAD214 Chapter Recruitment (UITM Sabah)

Explain the Sequential Stages of the Recruitment Process

by George N. Root III, Demand Media

The recruiting process is critical to the future success of your company.

The collection of information on qualified employment candidates is an ongoing process for your company. This gives your company a pool of candidates to start with when the recruiting process begins. Your company's recruiting process is made up of a set of sequential stages that are designed to fill your company's personnel needs for maintaining staff and future growth.

Job Description

To help find the right candidate for an available position, the employer or human resources department works with company managers to develop comprehensive job descriptions. A job description includes a detailed list of job duties, the educational and professional background the employee needs to have and an outline of the compensation for the position. This outline becomes the guide that the company uses to move forward in the recruitment process.

Gathering Candidates

A company acquires resumes and employment candidate credentials from several sources. Some of those sources include networking with candidates out of the office or at job fairs, resumes that are sent in as a result of public job postings, candidates from employment agencies and referrals from existing employees. The would-be employer or human resources group goes through all of the resumes and determines which candidates have the right qualifications to fulfill the job description.

Screening

The initial interview is conducted by a human resources professional, the employer or the supervising department head and is a screening interview. It is used to clarify any information on the resume that may have been unclear, verify the candidate's professional and educational background and ask the candidate basic questions designed to determine if she meets the criteria necessary for moving into the final stage of recruiting. These questions deal with the candidate's plans for the future and finding out if there is any pertinent background information that is not on the resume. The candidate is read a brief summary of the job description and is then asked if she feels confident that she can perform the job duties.

Interview

The actual interview process varies from company to company. Some companies do two sets of interviews where the first is conducted by the departmental manager and the second is conducted by a member of the executive team. Other interview possibilities are a panel interview with members of the department, a series of interviews with various departmental managers to get their input on the candidate's credentials and a panel interview with other candidates to see how each candidate reacts to being put in a pressure situation.

References (3) 

• Loyola University Human Resources; Manager Resources: Recruitment and Hiring Guide
• HRM Advice; Main Recruitment Process Steps; 2008
• Birkbeck University of London Human Resources: Recruitment and Selection Guide
• Monster: Workforce Management

About the Author

George N. Root III began writing professionally in 1985. His publishing credits include a weekly column in the "Lockport Union Sun and Journal" along with the "Spectrum," the "Niagara Falls Gazette," "Tonawanda News," "Watertown Daily News" and the "Buffalo News." Root has a Bachelor of Arts in English from the State University of New York, Buffalo.

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