ORIENTATION

PGP 2005-07
 ORIENTATION
definition
AN ACTIVITY THAT AIMS TO INTRODUCE WORKFORCE (NEW) THE TASKS
(COMPANY), Working Group, ENVIRONMENT, AND ALSO THE new superior

ORIENTATION AS SOCIALIZATION PROGRAM

ORGANIZATION’S SOCIALIZATION INDIVIDUAL’S
CULTURE & VALUES PROCESS PERSONALITY

ADVANTAGES
1. REDUCE "START-UP COSTS" NEW LABOR
2. REDUCE ANXIETY OF NEW LABOR
3. REDUCE "EMPLOYEE TURNOVER“
4. SAVING TIME TO SUPERVISION / CO-WORKER
5. DEVELOPING "JOB EXPECTATIONS" REALISTIC, POSITIVE ATTITUDE TO THE COMPANY AND
JOB SATISFACTION

PIC OF ORIENTATION
• PERSONNEL SECTION: GENERAL
• OPERATING MANAGERS: SPECIFIC (Supervisors)

TYPES OF ORIENTATION
1. INFORMAL TALKS
2. TOUR OF THE FACILITIES
3. VERBAL PRESENTATIONS & WRITTEN HANDOUTS
4. SLIDES/FILMS
5. “BUDDY” SYSTEM
PGP 2005-07
 ORIENTATION GUIDELINE
- START WITH THE MOST GENERAL INFORMATION AND SPECIFIC, CONTINUING
WITH ITS GENERAL POLICY OF COMPANY
- "HUMAN SIDE" IS THE MOST SIGNIFICANT:
1. ON Supervisors / CO-WORKER
2. "MAIN RULES“
3. DO THE GRADUAL
- ORIENTATION RECOMMENDED GIVEN BY TOPS / COLLEAGUES AND EXPERIENCED
- GIVE ENOUGH TIME TO LABOR TO UNDERSTAND AND CAPABLE

THAT SHOULD BE AVOIDED IN ORIENTATION:

1. GIVE TOO MUCH INFORMATION IN A SHORT TIME
2. TOO MANY FORMS MUST BE FILLED
3. GIVING TOO SIMPLE TASK WILL ELIMINATE THE INTEREST
4. GIVING TOO DIFFICULT TASK WILL BE FRUSTATING

ORIENTATION FOLLOW-UP
TO DO BECAUSE:
- WE CAN NOT ACHIEVE ALL TARGETS
- TO EVALUATE THE EFFICIENCY AND EFFECTIVENESS, BY:
A. EXPERIMENTS
B. EVALUATION  questionaire
PGP 2005-07
 TOPICS OFTEN COVERED
IN
EMPLOYEE ORIENTATION PROGRAM

ORGANIZATIONAL ISSUE
History & General Policies of the Company
Organization Structure
Names & Titles of Key Executives
Descriptions of the Enterprise’s Services or Products
Company Plants & Facilities
Layout of Physical Facilities
Employee’s Title & Department
Probationary Period
Disciplinary Regulations
Employee Handbook
Safety Procedures & Enforcements
Promotion Policy
Employee Appraisal System
PGP 2005-07
 EMPLOYEE BENEFITS
Pay Scales & Paydays
Insurance Benefits
Vacations & Holidays
Retirement Program
Training & Education Benefits
Company responsibilities to Employee
Counseling

JOB DUTIES
Employee Responsibilities to Company
Job Location & Overview of the Job
Job Tasks & Objectives
(Work Assignments)
Relationship to Other Jobs
Job Safety Requirement

INTRODUCTIONS
To Supervisors
To Co-Workers
To Trainers
To Employee Counselor
PGP 2005-07
 PLACEMENT

PGP 2005-07
 PLACEMENT is done for new
employer from internal recruitment
and external recruitment

For new employee from internal

recruitment, it’s called
REPLACEMENT
(promosi; mutasi/transfer; demosi).
PGP 2005-07
 DATA TO SUPPORT PLACEMENT
Personnel data
Skill data
History of career path
Training data
Performance appraisal data

PGP 2005-07
 Promotion: move to another position
which:
Higher level
Bigger salary
Bigger responsibility

It can be done based on:

 Performance appraisal
 Seniority
 Combination

PGP 2005-07
 Transfer is move to other position
which:
Same level
Same salary (+/-)
Same responsibility (+/-)

Benefits:
 Increase the job knowledge and experience
 Increase the motivation
 Flexibility of worker in a company

PGP 2005-07
 Demotion : move to other position which:
- lower level
- lower salary
- lower responsibility

Effects demotion for workforce:

reduce motivation
feel shy and angry
reduce the productivity

PGP 2005-07
 PHK (Firing)
Causes:
• Financial problem of company
• Reorganization
• Diciplinary offense
• Discrepancy between workforce
qualifications with job requirements

PGP 2005-07
 “Farewell” also caused by:
Retirement
Die
severe pain / serious illness
Employees who decide to stop (not satisfied)

Farewell  a loss for the organization, therefore it sould be

minimized, by
1. Do the HRP carefully
2. Recruitment & selection carefully
3. Thinking about the factor of "maintenance"
of labor
4. Hire retired staff as an expert staff

PGP 2005-07