Employee Orientation Plan-HR400


Assignment: Employee Orientation Plan
Employee orientation provides an opportunity to welcome new employees, provide them with key
information and to acclimate them to the organization’s culture and practices. In this Assignment, you
will develop an orientation plan for a company that includes an organizational and departmental
In this Assignment, you will be assessed on the following outcome:
HR400-5: Develop an orientation plan to use when onboarding new employees.
Learning Activity
It is strongly recommended that you complete this Learning Activity after completing all the unit
readings and before beginning your Assignment. This will help you practice important concepts
related to skills needed for the Assignment.
Before starting this Assignment, review the Assignment Checklist below.
Using information from the text and resources from the Kaplan Online Library write a 2–3 page paper
that outlines an employee orientation plan for the following scenario.
You are the human resource manager for a 300–employee insurance company and you would like to
start a new employee orientation program. In order to get approval from the company’s senior
managers, you develop a plan that outlines the reasons for conducting orientation and what content
the program will include. In this plan you will need to:
1. Identify the reasons and purpose for conducting employee orientation.
2. Outline what would be covered in organizational and departmental orientation.
3. Indicate the length of the program, who conducts it and what formats will be used.
4. Describe if and how you would incorporate a web–based component into the program.

Sample paper

Employee orientation plan

Reasons for conducting orientation

Now and then employers are investing in the labor market in search of the best talents and qualified employees who can significantly and actively participate in the realization of the organizational objectives and goals. However, after the recruitment and selection, the management of an organization has to lay down procedures and guidelines through which the new talents in the organizations are introduced to coworkers.  Additionally, through this process is widely known as orientation, new employs are given relevant information regarding working hours, their new working environment, performance standards, benefits and facilities in the workplace as well as their immediate supervisors (Lawson, 2016). Orientation processes and procedures in the place of work provides an ideal opportunity for the new arrivals to familiarize themselves with the new working place, new work expectations, new colleagues as well as the new organization. Notably, a successful orientation program contributes to a more effective and efficient productive workforce considering that the new employees are fully aware of the available resources and what is expected of them. Moreover, through orientation, the organization can experience a smooth transition of power or responsibilities and duties from one employee to another.

Organizational and departmental orientation

Organizational orientation should be designed in such a manner that it covers the entity’s basics. Therefore, the orientation program should provide an opportunity to the management to introduce the new employee to the rules and regulations of his new workplace as well as well as learning about the organization’s fundamentals. Moreover, organizational orientation should fully elaborate and explain to the new employee of the job expectations from the standard point of the administration. The organization’s vision and mission statements should be clearly explained to the new employees to enable them to work towards meeting the organizational objectives and goals outlined in these two statements. Finally, the organizational orientation should cover the learning of the organizational culture, structure, and norms as well as pertinent rules (Reyling, 2012). On the other hand, the departmental orientation would focus on enlightening the employees on their immediate duties and responsibilities as well as supervisors. This can be crucial in making them understand the chain of command in the organizations. Moreover, departmental orientation would give them an opportunity to learn about the culture of the department and how they go about their duties as well as knowing their immediate colleagues.

Length of the orientation program

Depending on the size of the organization, the orientation program should at least take two weeks and should be conducted by the human resource manager with the help of heads of departments. To fully integrate the new employees into the organization and system, the orientation program would entail workshops, seminars, classes, on job training and employee forums. Through these programs with the help of other members of staff, the new employees can learn the organization’s norms and culture with ease and quickly. Besides, the management can assign mentors to the new arrivals to help them settle quickly and smoothly in their new environment.

Incorporation of a web–based component

To help the new employees settle in their new environment, I would arrange for the creation of corporate emails, portals, and employee social interaction platforms where they can get information and data regarding the organizations. Additionally, all corporate functions and events would be communicated through the created platforms in conjunction with important organizational calendars as well as what they are expected to accomplish on certain dates (Lee & Yang, 2015). Therefore, orientation is very important to new employees as they get to know their new surroundings.


Lawson, K. (2016). New employee orientation training. Alexandria, VA: ATD Press.

Lee, H., & Yang, T. (2015). Employee Goal Orientation, Work Unit Goal Orientation and Employee Creativity. Creativity and Innovation Management, 24(4), 659-674. doi:10.1111/caim.12118

Reyling, J. (2012). Everything you need to know about new employee orientation. Place of publication not identified: BrainMass Inc.


Employee Retention Factors and Strategies-HR400