🧭 Purpose of Employee Orientation

Orientation is like a welcome program for

new employees. The goal is to help them
settle in and become comfortable with their
job and workplace.

🧩 What it aims to do:

1.​ Feel welcome and at ease​
(Makes the new employee feel like part of
the team from Day 1.)
2.​ Understand the organization​
(Helps them know what the company does,
its goals, and how it operates.)​

3.​ Know what is expected in work and behavior​

(Explains their role, job duties, and how to act professionally.)
4.​ Begin the socialization process​
(Introduces them to the company culture and values, so they feel part of the "family.")​

Sarah joins a marketing company as a graphic designer. On her first day, her manager
welcomes her, introduces her to the team, and gives her a welcome kit with a company T-shirt
and handbook (feel welcome and at ease). She attends a short session where HR explains the
company’s mission, goals, and how her team fits into the bigger picture (understand the
organization). Her team lead then shares her job duties, the expected working hours, and the
dress code (know what is expected in work and behavior). Finally, she’s invited to a team
lunch where coworkers share tips and company culture stories (begins the socialization
process).

🔄 Process of Orientation
This slide breaks down what topics are
usually covered during the orientation
program.

Topics usually included:

1.​ Employee benefit information​

(Details about health insurance, paid leave,
bonuses, etc.)
2.​ Company organization and
operations

Overview of departments, key people, and how the company works.

3.​ Personnel policies​

●​ Rules about attendance, holidays, leaves, and promotions.

●​ Example: Explaining how to request time off or report sick leave.

Safety measures and regulations

●​ Important for employee protection and legal reasons.

●​ Example: Fire exit routes, first-aid procedures, and reporting unsafe conditions.

Daily routine

●​ What their typical workday will look like.

●​ Example: What time to log in, when breaks are taken, who to report to.

Facilities tour

●​ A walk around the office to show key places.

●​ Example: Restrooms, cafeteria, HR office, emergency exits

Example:

At TechNova, every new hire attends a 2-hour orientation session. HR begins by explaining
health insurance, leave policy, and other employee benefits. Then, a presentation shows how
the company is structured and how departments collaborate (organization and operations). The
HR officer goes over personnel policies, such as attendance rules and promotion procedures. A
safety officer explains fire exits, first-aid steps, and the emergency reporting app (safety
measures and regulations). Next, the manager walks the employee through their daily routine,
including login times, lunch breaks, and reporting procedures. Lastly, the new hire is given a tour
of the facility, including the pantry, HR office, conference rooms, and restrooms.

What is Training? ( faide

training k )

Training means teaching new

employees the skills and knowledge
they need to do their jobs well.

It's a sign of good management

because it helps employees become
productive faster.

It also protects the company

legally—if someone makes a
mistake, the company can prove
they were trained properly. = no
blame on company shoulders​
🔹 Strategic Context:
●​ Training should support the company’s bigger goals (e.g., increasing quality or customer
satisfaction).

📌 Example: (IMPORTANT)
A retail store trains new cashiers not just on how to use the billing system, but also how to speak politely
to customers. This helps meet the company’s goal of excellent customer service. If a cashier later
handles a complaint badly, the company can show they were trained properly and reduce legal risk.

The Four Steps in the Training

Process

1. Needs Analysis

Figure out what training is needed, who needs

it, and why. This step helps you understand if
there are skill gaps or performance issues that
training can fix. By observing employees,

➡️
performance, survey, lead​
Example: If sales are dropping, maybe
salespeople need better negotiation training.

2. Instructional Design

Design the training plan. Decide what content to include, methods (videos, lectures, activities), and

➡️
materials.​
Example: Designing a roleplay activity to teach customer service.

3. Program Implementation

➡️
Actually deliver the training to employees.​
Example: Holding a workshop or online session, where trainer is conducting or delivering a lecture

4. Evaluation

➡️
Check if the training worked. Did employees learn? Did their performance improve?​
Example: Test or survey after training, or observing /monitoring work performance.

Analyze ➡️ Design ➡️ Implement ➡️ Evaluate

 ( this is basically how to
keep employees motivated)
📌 Purpose:​
If training feels meaningful, employees will learn
better and faster.

●​ Start with a summary (bird’s-eye view) of

what they’ll learn.
●​ Use familiar examples to connect new
ideas.
●​ Organize content clearly and logically.​

●​ Use simple, known terms—avoid technical jargon.

●​ Use visual aids (images, videos, diagrams).
●​ Show trainees why training is important—give them a reason to care.

📌 Example:
When training delivery drivers, the trainer begins with a short overview: “Today you’ll learn route planning,
customer handling, and safety rules.” They show real examples of delivery mistakes and how to avoid
them. A video demonstrates correct loading techniques. Trainees understand the training is important for
faster, safer deliveries.

Match the training to the real job​

➤ Use real tools, real data, or
simulations like real work.​
Example:​
Train cashiers using the same POS
machine they’ll use on the job.

Give enough practice​

➤ Let them try again and again during
training.

Label important features or steps​

➤ Help them remember what each
button or part does.​
Example:​
On a machine, label parts like "Start,"
"Reset," "Emergency Stop".

Focus attention on important areas​

➤ Tell them what parts of the task matter most.

Give heads-up for real job challenges​

➤ Warn them about what to expect on the actual job. - Tell them: “Sometimes the system will crash –
here’s how to handle that.”
✅ Slide: Reinforce the Learning
🔹 Make sure the training sticks:
●​ Give immediate feedback—say “great job!” when they do something right.​

●​ Shorter sessions (half-day or 3/4 day) are more effective than full-day trainings because people
get tired and stop learning well later in the day.

📌 Example:
In a customer service training, whenever a trainee handles a mock call well, the trainer gives instant
praise and tips. The training is done in 3-hour sessions over several days to keep energy levels high and
learning effective.

✅ 1. Task Analysis (for new

employees)

➡️ Focuses on what tasks or skills a new

hire must learn to do the job well.

📌 Example:
A new software developer joins a tech firm.​
To perform their job, they must be trained
on

●​ Company’s codebase structure

●​ Using Git and CI/CD tools
●​ Writing code following the firm’s coding standards

✅ 2. Performance Analysis (for current employees)

➡️ Focuses on who is not performing well and why.
📌 Example:​
An existing customer service agent is getting poor reviews. You check and find they’re struggling to use

➡️
the new chat software.​
They need refresher training on using the software.
 Method What it Does Example

Performance Reviews employee performance A low rating in “technical skills” shows a

Appraisals need for tech training

Tests Checks knowledge or skill gaps A typing test shows a data entry clerk is
too slow

Attitude Surveys Measures employee Survey shows staff feel unprepared for
motivation/confidence new software

Interviews Ask employees/managers directly Manager says: “Ali struggles with

inventory software”

Observations Watch employees at work You see a nurse skipping a step in

safety protocol
 Diaries Employees record daily Employee notes frequent confusion
tasks/problems handling complaints

Job Performance Check real results Sales figures drop after new policy is
Data introduced

Assessment Center Simulate work tasks to assess A roleplay shows a manager lacks
Results skills leadership under pressure

Specialized Software Analyzes digital work habits Software shows low usage of
mandatory training modules

💡 Can’t-do vs. Won’t-do?

Before assigning training, ask:

●​ Can’t-do? → Employee lacks the skills → ✔️ Provide training​

●​ Won’t-do? → Employee has the skills but lacks motivation → ❌
Training won’t help → ✔️
Focus on motivation or discipline

​
 Training Method What It Means (Simple Example in Software/IT
Explanation)

On-the-Job Training (OJT) Learning by actually doing the New developer joins a team and
job while supervised starts fixing small bugs with help
from a senior

Apprenticeship Training Long-term structured training Junior IT technician works with a

under an expert senior for 6 months to learn network
maintenance

Informal Learning Learning casually through A software tester learns new

coworkers, not structured shortcuts from a teammate during
daily tasks

Job Instruction Training Step-by-step teaching using Support staff uses a manual to
checklists or guides follow procedures for resetting
passwords

Lectures A trainer or expert talks to a A cybersecurity expert gives a

group of trainees lecture on phishing prevention to
employees

Programmed Learning Self-paced learning modules An employee uses an interactive

or books with immediate Python tutorial that gives instant
feedback corrections

Audiovisual-Based Training Use of videos, slides, audio for Watching a video demo on how to
training use a cloud platform like AWS
 Vestibule Training Practice in a simulated or New helpdesk agents practice using
mock environment (not real the ticketing system in a test setup
job site)

Teletraining & Live remote training through Remote developers attend a Zoom
Videoconferencing video calls workshop on code documentation

Electronic Performance On-screen help or digital A pop-up tooltip explains how to use
Support Systems (EPSS) guidance while working a new button in project management
software

Computer-Based Training Interactive training on a Learning Linux commands using a

(CBT) computer, often with quizzes CBT software with built-in testing
or simulations

Simulated Learning Practice tasks in a controlled, A cybersecurity team practices

virtual environment responding to a fake hacking
incident in a simulator

Internet-Based Training Online training courses Taking a data science course on

accessible via the web Coursera or Udemy

Learning Portals A central online hub with Company intranet where employees
access to training materials access courses, PDFs, and videos
for self-learning

Definition:​
On-the-Job Training means the employee learns by doing the actual job with guidance from a senior or
supervisor.

Types of OJT:

1.​ Coaching or Understudy​

➤ A senior employee trains the new person directly.
 2.​ Job Rotation​
➤ The employee rotates through different roles to learn various skills.​

3.​ Special Assignments​

➤ Employees are given short-term projects outside their normal duties.

Advantages of OJT:

●​ ✅ Inexpensive – No extra costs like classroom rentals or trainers.​

●​ ✅ Learn by doing – Real experience helps grasp concepts better.​
●​ ✅ Immediate feedback – Mistakes are corrected on the spot.
Steps to Ensure OJT Success

To make On-the-Job Training effective, follow these 4 steps:

1.​ Prepare the Learner​

➤ Explain the goal, importance, and what the trainee will learn.​
Example: “Today, you'll learn how to use our bug tracking tool to assign issues.”​

2.​ Present the Operation​

➤ Show how the task is done slowly, step by step.​
Example: The trainer logs into the software and demonstrates how to tag, assign, and update
bugs.​

3.​ Do a Tryout​
➤ Let the trainee try it themselves while the trainer observes and gives help.​
Example: The trainee performs the same bug assignment task, and the trainer gives tips.​

4.​ Follow Up​

➤ Monitor performance regularly and provide support or corrections.​
Example: After 2 days, the trainer checks the trainee’s progress and gives feedback.

READ FROM SLIDES

 A self-paced learning method where
content is broken down into small steps.
The learner answers questions and gets
immediate feedback after each one.

Steps Involved:

1.​ Present a question or problem​

2.​ Learner responds (chooses or

types the answer)​

3.​ Feedback is given

(correct/incorrect)

A more advanced version of programmed learning

using AI. The system adapts to the learner’s
performance and personalizes instruction.

Interactive Multimedia – Videos, images, audio​

Virtual Reality – Simulated environments (e.g.,

virtual lab)​

Virtual Classrooms – Live or recorded online classes

Benefits:

●​ Personalized learning
●​ Saves time and cost
●​ Delivers consistent training

These methods allow employees to learn remotely

using technology.

1.​ Teletraining & Videoconferencing​

➤ Live video training sessions over the internet​
Example: A cybersecurity expert gives a live Zoom​

2.​ Electronic Performance Support Systems​

➤ On-screen tools that help employees perform
tasks on the job​
​
 3.​ Computer-Based Training (CBT)​
➤ Learning from software or apps installed on computers​
Example: An HR employee uses CBT to learn how to process payroll.​

4.​ E-learning & Learning Portals​

➤ Web-based platforms with a library of learning materials​
Example: Employees log into the company portal to take courses on project management.​

Step 1: Use a Detailed Job

Description

●​ Look at the job and list exactly

what the person needs to do.​

●​ Example: For a Data Entry

Operator, the job description might
include tasks like entering data into
spreadsheets, checking for accuracy,
and organizing files.​

🔍 Why it matters: If you don’t know

what the job requires, you won’t know
what to train them on.

Step 2: Set Training Objectives

●​ Decide what you want the trainee to learn and by when.​

●​ Example: “By the end of week 1, the trainee should be able to accurately enter 100 records per
hour.”​

🎯 Why it matters: Clear goals keep training focused and measurable.

Step 3: Develop an Abbreviated Task Analysis Record Form

●​ Break the job into small tasks.​

●​ For each task, write:​

○​ What needs to be done​

○​ How it’s done​

○​ What tools or knowledge are required

✅ Step 4: Develop a Job Instruction Sheet
●​ For each key task, write a step-by-step guide.​

●​ Include:​

○​ What to do
○​ How to do it
○​ Tips or warnings

✅ Step 5: Compile the Training Program

●​ Put all the materials together:​

○​ Job description
○​ Objectives
○​ Task analysis
○​ Instruction sheets
○​ Schedule for training (days/weeks)

💡 Summary with Example:

Let’s say you’re creating a training program for a junior software tester:

1.​ Job Description: Test web applications, report bugs.​

2.​ Objective: Learn to test login forms and report issues within 3 days.​

3.​ Task Analysis: Open browser, run test cases, take screenshots, report bug.​

4.​ Instruction Sheet: Step-by-step guide on using test management tools.​

5.​ Compile all into a 1-week structured training program.