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Employee Orientation

Transcript: Settling In Phase - The worker feels like being a part of the organization - If the socialization was successful, the employee will feel comfortable with the job and his role in the organization. - Employee Mentoring Program, established worker serves as an advisor Socialization - DIY Anticipatory Phase Employee Orientation & Socialization Encounter Phase - Provides realistic information about: 1. the demands of the job 2. the organization's expectations of the jobholder 3. the work environment - RJP is for people who just started working or people who want to apply for a job Conclusion - Usually informal, this could mean poorly planned - Orientation program - Teaching new employees about the mission, vision and the company culture - Socialization can be divided into 3 phases Anticipatory phase Encounter phase Settling in phase The Socialization Process Orientation & Socialization EXPECTATIONS - Socialization is very important - Realistic Job Preview - 3 stages - How to socialize yourself 1. Get to know people in the organization, they know a lot 2. Ask for feedback 3. Show initiative, pick a project to work on 4. After two months, write your own job description and check with co-workers and your boss to see if you have a good overview of your tasks. Madeleine and Anke Realistic Job Preview (RJP) - Started working - Explanation about: Procedures Work relationships Policies Rules - In addition, providing systematic information about the organization sends a positive signal to the employee - Unrealistic expectations may lead to job dissatisfaction - Therefore a realistic job preview is a good method to make sure the new employees will have appropriate expectations Orientation - The process of informing new employees about what is expected of them in the job and helping them cope with the stresses of transition Socialization - As the long-term process with several phases that helps employees acclimate themselves to the new organization, understand its culture and the company’s expectations and settle into the job.

EMPLOYEE ORIENTATION

Transcript: On August 5, 1951, ENGR. WILLIAM C. LIU established WILLIAM C. LIU CONSTRUCTION. Fresh out of school but imbued with enough experience from other companies, he decided to service the needs of the Cebuano community. Back then, he would provide design and construction services to the small & budding local market, at time single-handedly doing twelve jobs simultaneously. Because of its prompt service & strict adherence to professionalism, it earned a reputation and eventually grow. It was incorporated PRIMARY STRUCTURES CORPORATION in 1986. PSC is a Holder of a AAA LICENSE from the Philippine Construction’s Accreditation Board. The PSC Story History of company & growth Affiliates Key People to Approach Work Policies & Procedures Office Decorum Survival Tips Other Resources (Multi-Purpose Cooperative) Benefits Foreword Good day! Welcome to Primary Structures Corporation (PSC), a fast growing and one of the most progressive and dynamic constructions companies in Cebu. You are now a proud member of an organization that strives to give the “Best Quality Service to Customers in the Most Reasonable Price and Completion Time”. The acronym PSC stands for its legacy: P – erformance S – incerity / Service C – ommitment / Customer-satisfactory It is management's hope and desire that your employment will result in a mutually rewarding and pleasant relationship. Management looks upon its human element – YOU – as a partner in progress and thereby behooves you to willingly contribute your wholehearted share in attaining the objectives of the company. With this, we sincerely hope to develop your sense of responsibility, foster your pride, and stimulate your belongingness to the PSC family. Founding Clientele has grown to include multi-national companies like Taiyo Yuden, United Technologies Automotive Phils. & Phil. Izumi Corporation Our capabilities has expanded to include Architectural Planning, Design and Construction of multi-million peso projects. Design discipline includes Architectural, Structural, Electrical, Mechanical and Sanitary Engineering fields from drawing board to jobsite. Product range includes all forms of shelter from residential homes, industrial plants, and high-rise commercial buildings Our personnel has grown to include different technical skills to service our client’s diverse requirement EMPLOYEE ORIENTATION Topic 7 Agenda/Topics to be Covered Growth Topic 5 Topic 6 The PSC Story

Employee Orientation

Transcript: Employee Orientation Orientation & Onboarding Orientation is training designed to prepare employees to perform their jobs effectively, learn about their organization and establish work relationships. Onboarding is an ongoing process that aims to prepare new employees for full participation in the organization. Orientation & Onboarding ORIENTATION SCHEDULE ORIENTATION SCHEDULE DAY ONE Meet and greet with the department and tour of the building. Watch safety videos and sign/complete paperwork, followed by lunch with manager. Get familiar with workspace and computer systems training. Meet back up in HR to review office policies and procedures. oNBOARDING SCHEDULE ONBOARDING SCHEDULE DAY TWO Diversity training and company culture videos. Team building exercise with department, followed by lunch with team. Introduce and shadowing mentor. Meet your team, one on one. Prepare, Learn, Establish. Break it down Prepare PREPARE Prepare employees to perform their jobs effectively. HR prepares employees with company compliance, so they fully understand policies, rules and regulations. Complete clarification for employees to understand job and performance expectations. Learn Learn Teach about the organization. Culture Understanding of the company history, traditions, values, norms and mission. CULTURE IMPORTANT TAKEAWAY Company culture is the personality of a company. It defines the environment in which employees work. Diversity Diversity Education on the differences within our associate body and to build a compassion for continual growth on the subject. IMPORTANT TAKEAWAY In a diverse work environment, it is essential to respect and appreciate differences in ethnicity, gender, age, physical abilities, sexual orientation, education and religion amongst individuals of the organization. . Establish positive work relationships Establish Trust, teamwork, communication and respect are keys to effective working relationships. Mentoring Companies benefit from mentoring programs because they contribute to the development of a better-trained and engaged workforce. Mentors help mentees learn the ropes at a company, develop relationships across the organization, and identify skills that should be developed or improved upon. Team-building Team bonding activities also improve workplace projects that involve teamwork. After completing team building activities together, employees better understand each other's strengths, weaknesses, and interests. This understanding helps them work even better together on future progress vital to a company. ROADMAP Help them define work role and goals within your organization Promote employee socialization Educate them on your company's culture and the diversity within ROADMAP Orientation and Onboarding Programs, such as the examples I have given, ensure that new employees quickly gain the knowledge of the organization and jobs, as well as necessary relationships to be sucessful in their new roles within the company. REVIEW Do you have any personal examples to inspire great onboarding activities? HBU?

Employee Orientation

Transcript: Report an Incident Emergency- CALL 911 Non-Emergency: 242-7910 Report Online: http://www.shastacollege.edu/Administrative%20Services/Security/Pages/Reporting-Crimes-and-Suspicious-Activity.aspx Shasta CARES Room 5012, 242-2399 24-hour hotline: 530-244-SAFE Confidential: advocacy and referrals Title IX Coordinator Room 121, (530) 242-7649​​ Coordinates a fair and equitable response to reports of sexual misconduct. Campus Health & Wellness Office Room 2020, 242-7580 Confidential: Psychological Counseling Medical Consultations Campus Safety Room 5015, (530) 242-7910 Safe Walk Escorts Emergency Mobile Messaging Blue Security Phones COMMUNITY RESOURCES REPORTING OPTIONS Campus Safety is committed to a safe and secure working and learning environment. In all aspects of plant operations and maintenance, the safety of students, staff and visitors will be our primary consideration.​ Stay Connected 24 Hour Services 2 officers per 1,000 student population Respond to 5 sites in 3 counties Patrol at Main, Health Sciences and Tehama Campuses Emergency Response RAVE Alerts Safe Walks Don't Cancel Class Presentations Trainings for Staff and Students 12 A.L.I.C.E Instructors Shasta CARES (Campus Advocacy, Resources and Education for Safety) Behavioral Intervention Resource Team (BIRT) www.shastacollege.edu/campussafety www.facebook.com/shastacollegecampussafety www.instagram.com/shastacampussafety www.shastacollege.edu/shastacares www.facebook.com/shastacares www.instagram.com/shastacares COMMUNITY RESOURCES Each team works together to create a survivor-centered response and develop culturally competent violence prevention programs. Shasta CARES provides primary prevention programming and events to educate the campus on realities of sexual violence, domestic violence, dating violence, and stalking. The events and workshops promote healthy behaviors, equity, safety and accountability. Who We Are One SAFE Place Website: https://ospshasta.org/ Address: 2250 Benton Dr., Redding, CA Phone: 530-244-0117 24-hour hotline: 530-244-SAFE Shasta County Child Abuse Prevention Coordinating Council (CAPCC) Website: http://www.shastacapcc.org/ Address: 2280 Benton Dr. Bldg. C, Ste. A, Redding, CA Phone: (530) 241-5816 Planned Parenthood Website: https://www.plannedparenthood.org/planned-parenthood-northern-california Address: 2935 Bechelli Lane, Ste. C, Redding, CA Phone: (530) 351-7100 NorCal OUTreach Project Website: https://www.facebook.com/norcaloutreach/ Address: 2770 Pioneer Dr., Redding, CA Phone: 530-949-6267 Through the Shasta CARES program, campus and community partners meet on a monthly basis for the Coordinated Community Response Team (CCRT). CAMPUS RESOURCES Shasta CARES works side-by-side with the Shasta College community to provide advocacy, support, and education to reduce sexual assault, domestic violence, dating violence, and stalking. Together we work toward a safe and healthy community. Gear up and Get Ready to #ChangeTheCulture Employee Orientation Empower Tehama Website: https://empowertehama.org/ Address: 1805 Walnut Street Red Bluff, CA 96080 Phone: 530-528-0300 24-hour hotline: 530-528-0226 Rape Crisis Intervention and Prevention Website: http://www.rapecrisis.org/ Address: 725 Pine St., Red Bluff, CA 96080-3743 Phone: 530-529-3980 24-hour hotline: 530-342-RAPE (7273) Human Response Network Website: http://humanresponsenetwork.org/ Address: 111 Mountain View Street Weaverville, CA 96093 Phone: 530-623-2024 24-hour hotline: 530-623-HELP (4357)

Employee Orientation

Transcript: Enkay Express (NK) is one of the pioneers in freight forwarding industry and was established in 1981 in Kuwait under the name Naqeeb & Khattar. Al Rai Logistica is a private joint stock company established in Kuwait in 2004 with a paid up capital of KWD30 million with a vision to become leaders in Logistics. The merger of Enkay and Al Rai Logistica in 2008 has brought all the freight forwarding activities under the name “Enkay Express” Logistica forms part of the parent companies Mabanee & Al Shaya (the real estate and retail giants respectively in Kuwait) - KUWAIT / BAHRAIN/ UAE (DCV & JA) DEPARTMENTS: - Air Freight - Sea Freight - Operations - Finance - IT - HR/Admin FREIGHT MANAGEMENT: Regional GM - Mr. Andrew Granger Sr. Freight Manager - Mr. Navneet Dalal SEA FREIGHT: Manager - Mr. Sajumon Sales: Sr. Manager - Ms. Afra Massoudi Trade Lane Manager - Mr. Simplex Fernandes Operations: Manager - Mr. Mohammed Mowachame IT: Asst. Manager - Mr. Akif Hamid HR/Admin Team - Ms. Julia Fernandes Ms. Anushree Kumar Mr. Nigel D'silva REQUIREMENTS FROM EMPLOYEE: - New employee form/ Emergency contact form - Bank account details - Documents for visa processing - Documents for medical insurance (if applicable) PROVIDED TO EMPLOYEE: - Trade Lane list - Internal telephone list - Other Job requirements - Annual Leave Policy - Sick Leave Policy - Air ticket Policy - Dress Code - Daily Attendance - Forms in Use - Other THANK YOU LOCATIONS: Employee Orientation COMPANY PROFILE: LOGISTICA/ ENKAY EXPRESS DETAILS: JOINING FORMALITIES: OUR TEAM: HRD-UAE

Employee Orientation

Transcript: Attendance/Breaks Licensing Rules must always be followed Positive guidance and discipline will always be used Encourage independence Create a welcoming environment Classroom Ratios Infants/Toddlers 1:4 Two 1/2's 1:8 Three's 1:10 Four's 1:12 School Age 1:18 Introduction to staff and children Break Room Supply Rooms Staff Bathrooms First Aid Supplies Benefits Paid Sick Leave - Eligible for up to 40 hours per year after 90 days of service accrued at rate of 8 hours per 400 hours of service Leave of Absence with Pay may be granted due to Jury/Witness Duty Medical/Maternity Disability Beginning in tenth year of full-time service, you may earn up to 120 hours of vacation pay each year. Comfortable, appropriate attire Shorts must go past finger tips No open-toe shoes Morningstar T-Shirts are available for purchase Employees should be ready to go, in their rooms at the time they are scheduled. Please take care of personal matters before or after your shift. Tardiness/Excessive Absences may result in termination. Tardiness/Absence can negatively affect the quality of service we provide. If you work 4.25-7.75 hours, you will receive a 30 minute, unpaid break. If you work 8 or more hours you will receive a 30 minute or 1 hour unpaid break. DHS Clearance ICHAT Background Check Physical Negative TB test Transcripts Tax Information CPR/First Aid/AED training Blood Borne Pathogens Shaken Baby Mandated Reporter Safe Sleep 24 Clock Hours of Professional Development Annually Center will offer options of free or low-cost online or local trainings. It is the employee's responsibility to be attend/participate in these trainings in order to continue employment. Paperwork Needed Highlights of Employee Manual Tour of Center Morning Star Early Learning Center Employee Orientation "It is our goal to provide your child with educational learning in a safe, clean, and loving environment with the opportunity to learn, create, play, explore, at their own pace. We also are excited about partnering with you to help in these early years of growing, learning, and education to assist in helping to prepare for their future school experiences." Training Morning Star Mission Statement Dress Code 3 Step Sanitation Process Emergency Procedures/Exits Accident/Incident Reports Child Release Policy Outdoor Play Procedure Procedures

Employee Orientation

Transcript: Employée orientation is commonly thought of as a process for new hires. Indeed an orientation phase is present in the beginning. Consideration, however, must be given to the need for the orientation process to continue throughout the life of the job? Employee Orientation Matching goals and needs of the organization with those of the employee. (Kim, N. 2005) Create learning experiences that evolve into learning behaviors. (Adams, et al, 2014) These two points form the foundations for building a workforce that has the ability to meet the changing environment of an organization. Identifying the Performance Gap Identifying the performance gap is imperative to increasing efficiency. Rothwell's Six-Cell Gap Analysis provides a means of charting the current and anticipated state of an organizations efficiency. Combining this with Gilbert's Behavior Engineering Model creates a means of prescribing a plan to adequately respond to the deficiency. "Determining how to manage and develop today's workforce effectively from the perspective of career development has become a critical issue at the organizational level.... Companies must find ways to match organizational goals and needs with those of individuals" (Kim, 2005) Implementation Various educational programs Adjusting programs in response to assessments Adams, R.E., Hogan, R.L., Steinke, L.J. DACUM: The Seminal Book. Edwin & Associates, LLC. 2014.Kim, Kim, N. (2005) Organizational Interventions Influencing Employee Career Development Preferred by Different Career Success Orientations. International Journal of Training and Development, 9(1),47-61. Doi:10.1111/j.1360-3736-2005.00221.x Van Tiem, et al. (2012). Fundamentals of Performance Improvement: San Fransico, Ca: Pfeiffer Measurements would default back to continued assessments that identified the performance gaps initially. Followup measurements will allow for an accurate assessment of the effectiveness of the orientation intervention. Gilbert's Behavior Engineering Model Environmental Roots- Data (Instruction and Feedback) Instrumentation (Tools / Material) Incentives (Reward/ Opportunity) Individual Roots- Knowledge (Training) Capacity- (Personal ability) Motives- (Assessment and proper hiring (Van Tiem, et al, 2012) $1.25 Monday, June 1, 2015 References Rothwell's Six-Cell Gap Analysis Defining Employee Orientation Implementation and Measurement Dave Chambers Looking at Gilbert's BEM provides opportunity to spot deficiencies in either the employee or the workplace itself. These deficiencies define the gap which creates a direct impact on production. Employee orientation begins with proper hiring but then extends through the life of the employees relationship with the company. Employee Orientation closes a Knowledge Gap primarily but the open lines of communication could expose other deficiencies. Employee Orientation

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