Employee Orientation Programs

An employee orientation program is a method of socializing new employees into the organization by introducing individuals to information about the hiring organization and the employees' jobs. Facts about the company's mission and culture, as well as expectations for employee behavior, are conveyed in a standardized approach at the onset of the employment relationship. In addition, required personnel forms and procedures can be completed in a condensed manner instead of piecemeal. Organizations that conduct employee orientation programs may realize several benefits, including a decrease in the amount of time it takes for new employees to be productive, an increase in employee satisfaction, a reduction in employee turnover, and the strengthening of the company's culture.

Both organization-level information and department-level information may be provided during an employee orientation program. At the organizational level, employees receive information concerning the history of the organization, the products and services offered, a review of the organizational chart, and organizationwide human resource policies. At the department level, information is more job specific and includes information about departmental [Page 163]functions, a departmental tour, introduction to new coworkers, and an explanation of job duties and performance expectations.

Topics typically covered by new employee orientation in a medical setting may include the following:

• Organization's history and context
• Organizational chart
• Organization's mission, vision, and values
• Business of health care
• Corporate compliance
• Risk management
• Confidentiality issues
• Standards for patient assessment and care
• Employee benefits (such as insurance, retirement, credit union, employee discounts, tuition reimbursement)
• Compensation (such as overtime, holiday pay, time clock, pay day schedule)
• Human resource policies (such as attendance, work schedules, vacations, holidays, grievances, ID badges, dress code, leaves of absence, use of illicit substances, weapons)
• Physical facilities (such as layout, parking, cafeteria)
• Employee assistance services
• Sexual harassment prevention
• Computer orientation (such as medical records procedures, voice dictation)
• Union information (such as officials, joining procedure, affiliation, contract)
• Fire safety
• Hazard communications
• Infection control
• Radiation safety
• Oxygen safety
• Laser safety
• Incident reporting

New employee orientation programs are typically the responsibility of the human resource department. At a minimum, the HR department provides the hiring supervisor with an orientation checklist to review with a new employee. In health care settings with more involved orientation programs, HR conducts the program during scheduled days on a monthly or even weekly basis. In general, orientation programs are mandatory for all new employees and typically last one or one and one-half days. With the advent of computer-based learning, some organizations are shifting their orientation programs to an online, self-paced process that new employees must complete during the first few weeks of their employment. However, because of the complexity of some jobs and organizations, certain orientation programs may be conducted over a period of five days or longer. For example, a new nursing staff member may be required to attend a multiday session that reviews specific position-related requirements and current established patient care procedures and protocols.