Bus 381 || 100% Valid Answers.
orientation correct answers refers to a long-term continuous socialization process in which
employee and employer expectations or obligations are considered.
Training correct answers refers to short-term, discrete efforts in which organizations help the
recipient gain the required skills or knowledge to perform the job at adequate level.
Good orientation correct answers reduced turnover, increased morale, less corrective discipline,
reduced workplace injuring, reduced employee grievances, professional development, mentoring
Manager wants to accomplish four things when orienting new employees correct answers • Make
the new employee feel welcome and at home and part of the team.
• Make sure the new employee has the basic information to function effectively, such as e-mail
access, personnel policies and benefits, and work behavior expectations.
• Help the new employee understand the organization in a broad sense (its past, present, culture,
and strategies and vision of the future).
• Start socializing the person into the firm's culture and ways of doing things.
Before the start date you should correct answers • Inviting the employee (and family) to tour the
facility (may also include a house-hunting trip and community tour if relocation is involved).
• Mailing information to the employee regarding the organization, including benefits
information, organizational chart, and company literature.
• Matching the new employee with a mentor who connects with the new employee prior to the
first day to answer basic questions (e.g., What is the dress code? What can I expect on my first
day? What time should I arrive?).
• Sending out newsletters / flyers about company events and announcements.
• Setting up a buddy for the new hire in his/her department or team to show them around and
answer any questions that they have.
Reality shock (cognitive dissonance) correct answers The state that results from the discrepancy
between what the new employee expected from his or her new job and the realities of it.
Ernst & Young Company: correct answers send new hires internal newsletters about what is
happening within the company.
• goal of company is to improve retention and reduce overall costs of recruitment
Socialization correct answers the ongoing process of instilling in all employees the prevailing
attitudes, standards, values, and patterns of behaviour that are expected by the organization
Onboarding helps socialize employees
Orientation Process correct answers - HR (or in smaller firms, office manager) does the first part
- explains basic matters such as hours and benefit
- Then the supervisor continues the orientation by explaining the departments organization,
introducing to colleagues, familiarizing him or her with the workplace and reducing first day
nervous
,Orientation technology correct answers employers use technology to support orientation
University of Cincinnati correct answers new employees spend approx. 45 mins online learning
about their new employers mission, organization, policies and procedures
IBM onboarding correct answers • Companies like IBM recognize importance of training and
onboarding.
• Comprehensive onboarding program that goes well beyond a new employee's first 90 days.
• In early 2010, IBM launched a two-year onboarding effort called Succeeding@IBM.
• The program comprises four phases (Discover IBM, Share and Connect, Grow My Career, and
Find Support) and uses technology-based opportunities, such as live virtual classes and online
communities, to build strong relationships between the company's employees.
• IBM uses virtual environments such as secondlife to support their orientation, especially for
employees abroad - employees choose avatars
L'Oreal correct answers • L'Oréal's onboarding program extends about 2 years.
• It includes roundtable discussions, meetings with key insiders, on-the-job learning, individual
mentoring, and experiences such as site visits.
• L'Oréal has set itself the mission of offering all women and men worldwide the best of
cosmetics innovation in terms of quality, efficacy and safety.
Toyota Orientation Program correct answers • Day 1: The first day begins early and includes an
overview of the program, a welcome to the company, and a discussion of the firm's
organizational structure and human resource department by the firm's human resources vice
president. He or she devotes about an hour and a half to discussing Toyota history and culture,
and about 2 hours to employee benefits. Managers then spend several hours discussing Toyota's
commitment to quality and teamwork.
• Day 2: A typical second day focuses first on the importance of mutual respect, teamwork, and
open communication at Toyota. The rest of the day covers topics such as safety, environmental
affairs, and the Toyota production system.
• Day 3: Given the importance of working in teams at Toyota, this day begins with 2½ to 3 hours
devoted to communication training, such as "making requests and giving feedback." The rest of
the day covers matters such as Toyota's problem-solving methods, quality assurance, hazard
communications, and safety.
• Day 4: Topics today include teamwork training and the Toyota suggestion system. This session
also covers what work teams are responsible for and how to work together as a team. The
afternoon session covers fire prevention and fire extinguisher training. By the end of day 4, new
employees should be well on their way to being engaged in Toyota's ideology, in particular its
mission of quality and its values of teamwork, continuous improvement, and problem solving.
upfront planning correct answers • Whenever possible, ensure that everything the employee
requires to do the job is prepared for their arrival, including:
• work space
• equipment (e.g., computer, software, cell phone)
• supplies (e.g., pens, paper, staplers)
,• keys/pass cards and codes
• telephone extension and voice mail
• email account and network access
• business cards
General Guidelines for splitting up onboarding duties correct answers • HR department -
Employee paperwork (e.g., forms, benefits), work hours, history and background of the
organization, review of the organizational chart, tour of the facility.
• Training department - Delivery of the onboarding program elements; lectures and discussions
about organizational culture, goals, and objectives; review of company videos.
• Manager - Duties and responsibilities; work behaviors, standards, and expectations;
introductions to fellow team members and other members of the organization; tour of the
department; review of other roles and relationships within the department.
• Co-workers - How the group works as a team, how to get things done, how to find/requisition
tools and equipment.
• Executive team - Mission, vision, and values; strategic goals and objectives of the organization;
high-level review of roles and responsibilities; description of organizational culture.
• Mentor/buddy - Introductions to fellow team members and others within the organization,
review of informal rules and policies, answers to day-to-day questions. Mentors/buddies may be
teamed with the new employee for a day, a week, a month or even a year, depending on the
length of the formal onboarding program and on the personal relationship that develops,
especially in more informal arrangements.
5 steps to consider in onboarding correct answers 1. company overview
2. administration - paperwork
3. office tour and introductions
4. appropriate training
5. Job expectations
purpose of orientation programs correct answers Improved job performance
Reduced first day jitters and reality shock
Foundation for ongoing performance management
Improved productivity
Improved retention levels and reduced recruitment costs
Content of orientation correct answers • Formal and informal (one-on-one or group training).
• Given handbook that covers matters like:
• Company history, vacations, holidays, benefits etc.
• Mission, vision and values
• Tour - meet managers and employees, see facilities
• Explanation of job procedures
• Summary of training
• Explanation of performance
Problems with orientation programs correct answers o Too much info in short time -
overwhelmed
, o Lots of forms
o Too little or no orientation - employee must seek lots of questions
o Too broad
Evaluation of orientation programs correct answers *Employee reaction:* evaluate usefulness,
job performance
*Socialization effects:* assess progress towards understanding norms
*Cost/benefit analysis:* compare costs of program (e.g. materials, time) to benefits (e.g. fewer
errors, rate of productivity)
Skills in greatest need of improvement correct answers Problem solving, communications and
teamwork
Common training in organizations correct answers • Orientation
• Safety Training (industry specific)
• Sexual Harassment Training
• Discrimination / Diversity Training
• Ethics / Integrity Training
• Privacy and Confidentiality Training
• Systems training
• Management Training
• Customer Service Training
Spending on Learning and development correct answers Average organization in Canada spends
800$ on learning and development per employees - 31 hours of training and development a year,
1.41% of organizations budget
- These costs are split between external and internal providers, and third party (uni) providers
Companies with great training correct answers did
SAS is a leader in business analytics software and services. correct answers - Programs offered:
Emerging leadership programs for professional training and development, career mentoring and
a career resource center. The SAS Academics program for sales and technical enablement
provides both in-class and on-the-job training to ensure that recent grads are set up for success
before moving into their full-time roles.
Amazon is an e-commerce company that's guided by four principles: customer obsession,
passion for invention, commitment to operational excellence and long-term thinking. correct
answers - Programs offered: An intensive, month-long training and leadership program prior to
hire. Amazon prepays 95% of tuition for employees at fulfillment centers to take courses in in-
demand fields. A "Virtual Contact Center" trains employees to work from home.
Marriott International is a leading hotel and lodging company, with more than 4,400 properties in
85 countries and territories. correct answers - Programs offered: Marriott International offers a
orientation correct answers refers to a long-term continuous socialization process in which
employee and employer expectations or obligations are considered.
Training correct answers refers to short-term, discrete efforts in which organizations help the
recipient gain the required skills or knowledge to perform the job at adequate level.
Good orientation correct answers reduced turnover, increased morale, less corrective discipline,
reduced workplace injuring, reduced employee grievances, professional development, mentoring
Manager wants to accomplish four things when orienting new employees correct answers • Make
the new employee feel welcome and at home and part of the team.
• Make sure the new employee has the basic information to function effectively, such as e-mail
access, personnel policies and benefits, and work behavior expectations.
• Help the new employee understand the organization in a broad sense (its past, present, culture,
and strategies and vision of the future).
• Start socializing the person into the firm's culture and ways of doing things.
Before the start date you should correct answers • Inviting the employee (and family) to tour the
facility (may also include a house-hunting trip and community tour if relocation is involved).
• Mailing information to the employee regarding the organization, including benefits
information, organizational chart, and company literature.
• Matching the new employee with a mentor who connects with the new employee prior to the
first day to answer basic questions (e.g., What is the dress code? What can I expect on my first
day? What time should I arrive?).
• Sending out newsletters / flyers about company events and announcements.
• Setting up a buddy for the new hire in his/her department or team to show them around and
answer any questions that they have.
Reality shock (cognitive dissonance) correct answers The state that results from the discrepancy
between what the new employee expected from his or her new job and the realities of it.
Ernst & Young Company: correct answers send new hires internal newsletters about what is
happening within the company.
• goal of company is to improve retention and reduce overall costs of recruitment
Socialization correct answers the ongoing process of instilling in all employees the prevailing
attitudes, standards, values, and patterns of behaviour that are expected by the organization
Onboarding helps socialize employees
Orientation Process correct answers - HR (or in smaller firms, office manager) does the first part
- explains basic matters such as hours and benefit
- Then the supervisor continues the orientation by explaining the departments organization,
introducing to colleagues, familiarizing him or her with the workplace and reducing first day
nervous
,Orientation technology correct answers employers use technology to support orientation
University of Cincinnati correct answers new employees spend approx. 45 mins online learning
about their new employers mission, organization, policies and procedures
IBM onboarding correct answers • Companies like IBM recognize importance of training and
onboarding.
• Comprehensive onboarding program that goes well beyond a new employee's first 90 days.
• In early 2010, IBM launched a two-year onboarding effort called Succeeding@IBM.
• The program comprises four phases (Discover IBM, Share and Connect, Grow My Career, and
Find Support) and uses technology-based opportunities, such as live virtual classes and online
communities, to build strong relationships between the company's employees.
• IBM uses virtual environments such as secondlife to support their orientation, especially for
employees abroad - employees choose avatars
L'Oreal correct answers • L'Oréal's onboarding program extends about 2 years.
• It includes roundtable discussions, meetings with key insiders, on-the-job learning, individual
mentoring, and experiences such as site visits.
• L'Oréal has set itself the mission of offering all women and men worldwide the best of
cosmetics innovation in terms of quality, efficacy and safety.
Toyota Orientation Program correct answers • Day 1: The first day begins early and includes an
overview of the program, a welcome to the company, and a discussion of the firm's
organizational structure and human resource department by the firm's human resources vice
president. He or she devotes about an hour and a half to discussing Toyota history and culture,
and about 2 hours to employee benefits. Managers then spend several hours discussing Toyota's
commitment to quality and teamwork.
• Day 2: A typical second day focuses first on the importance of mutual respect, teamwork, and
open communication at Toyota. The rest of the day covers topics such as safety, environmental
affairs, and the Toyota production system.
• Day 3: Given the importance of working in teams at Toyota, this day begins with 2½ to 3 hours
devoted to communication training, such as "making requests and giving feedback." The rest of
the day covers matters such as Toyota's problem-solving methods, quality assurance, hazard
communications, and safety.
• Day 4: Topics today include teamwork training and the Toyota suggestion system. This session
also covers what work teams are responsible for and how to work together as a team. The
afternoon session covers fire prevention and fire extinguisher training. By the end of day 4, new
employees should be well on their way to being engaged in Toyota's ideology, in particular its
mission of quality and its values of teamwork, continuous improvement, and problem solving.
upfront planning correct answers • Whenever possible, ensure that everything the employee
requires to do the job is prepared for their arrival, including:
• work space
• equipment (e.g., computer, software, cell phone)
• supplies (e.g., pens, paper, staplers)
,• keys/pass cards and codes
• telephone extension and voice mail
• email account and network access
• business cards
General Guidelines for splitting up onboarding duties correct answers • HR department -
Employee paperwork (e.g., forms, benefits), work hours, history and background of the
organization, review of the organizational chart, tour of the facility.
• Training department - Delivery of the onboarding program elements; lectures and discussions
about organizational culture, goals, and objectives; review of company videos.
• Manager - Duties and responsibilities; work behaviors, standards, and expectations;
introductions to fellow team members and other members of the organization; tour of the
department; review of other roles and relationships within the department.
• Co-workers - How the group works as a team, how to get things done, how to find/requisition
tools and equipment.
• Executive team - Mission, vision, and values; strategic goals and objectives of the organization;
high-level review of roles and responsibilities; description of organizational culture.
• Mentor/buddy - Introductions to fellow team members and others within the organization,
review of informal rules and policies, answers to day-to-day questions. Mentors/buddies may be
teamed with the new employee for a day, a week, a month or even a year, depending on the
length of the formal onboarding program and on the personal relationship that develops,
especially in more informal arrangements.
5 steps to consider in onboarding correct answers 1. company overview
2. administration - paperwork
3. office tour and introductions
4. appropriate training
5. Job expectations
purpose of orientation programs correct answers Improved job performance
Reduced first day jitters and reality shock
Foundation for ongoing performance management
Improved productivity
Improved retention levels and reduced recruitment costs
Content of orientation correct answers • Formal and informal (one-on-one or group training).
• Given handbook that covers matters like:
• Company history, vacations, holidays, benefits etc.
• Mission, vision and values
• Tour - meet managers and employees, see facilities
• Explanation of job procedures
• Summary of training
• Explanation of performance
Problems with orientation programs correct answers o Too much info in short time -
overwhelmed
, o Lots of forms
o Too little or no orientation - employee must seek lots of questions
o Too broad
Evaluation of orientation programs correct answers *Employee reaction:* evaluate usefulness,
job performance
*Socialization effects:* assess progress towards understanding norms
*Cost/benefit analysis:* compare costs of program (e.g. materials, time) to benefits (e.g. fewer
errors, rate of productivity)
Skills in greatest need of improvement correct answers Problem solving, communications and
teamwork
Common training in organizations correct answers • Orientation
• Safety Training (industry specific)
• Sexual Harassment Training
• Discrimination / Diversity Training
• Ethics / Integrity Training
• Privacy and Confidentiality Training
• Systems training
• Management Training
• Customer Service Training
Spending on Learning and development correct answers Average organization in Canada spends
800$ on learning and development per employees - 31 hours of training and development a year,
1.41% of organizations budget
- These costs are split between external and internal providers, and third party (uni) providers
Companies with great training correct answers did
SAS is a leader in business analytics software and services. correct answers - Programs offered:
Emerging leadership programs for professional training and development, career mentoring and
a career resource center. The SAS Academics program for sales and technical enablement
provides both in-class and on-the-job training to ensure that recent grads are set up for success
before moving into their full-time roles.
Amazon is an e-commerce company that's guided by four principles: customer obsession,
passion for invention, commitment to operational excellence and long-term thinking. correct
answers - Programs offered: An intensive, month-long training and leadership program prior to
hire. Amazon prepays 95% of tuition for employees at fulfillment centers to take courses in in-
demand fields. A "Virtual Contact Center" trains employees to work from home.
Marriott International is a leading hotel and lodging company, with more than 4,400 properties in
85 countries and territories. correct answers - Programs offered: Marriott International offers a
