1.

Make them feel welcome and at ease-Being the new employee at a

company can be stressful at any level of employment. The new employee
orientation program is used by the human resources group to help
assimilate new employees into the company and make the new employees
feel welcome. Making new employees feel welcome by answering their
questions, showing them how to complete company forms and introducing
new employees to their new co-workers helps to soften the stress involved
in starting a new job.
2. Make them clear about what is expected in term of work and behaviourOrientation programs help employees gain an understanding of what is
expected of them. Each organization has its own set of rules and policies
regarding areas such as dress, attendance and conduct, and the
orientation should make it clear what is and is not acceptable. Employees
should also get a sense of the organizational culture during this time so
they have a better understanding of what they need to do to fit in more
quickly.

3. Help the new employee understand the organization in a broad sense

Acquaint new employee organizations culture, future, present, vision,
philosophy, product and service, system and people. A company needs to
have every employee working with the same corporate vision and goals in
order to be successful. During employee orientation, the human resources
group spends time explaining the corporate vision to new employees, and
explains how the employees are part of making that vision a reality. It
helps to make new employees feel like part of the company's future. It
also helps the human resources group to preserve the corporate culture as
new employees become part of the team. For example, to develop realistic
job expectations, positive attitudes and job satisfaction. It is important
that employees learn as soon as possible what is expected of them, and
what to expect from others, in addition to learning about the values and
attitudes of the organization.

Directly after the orientation , training is begin. Training brings the

meaning of giving new employees the skills that they need to perform their
job. This might mean showing new web designers the intricacies of the site,
new salesperson how to sell firms product, or supervisors how to complete
the firms weekly payroll ,it might involve simply having the current
jobholder explain the job to the new hire, or multi week training process
including internet or classroom classes. In any case training is a task that
managers ignore at their peril. Having high-potential employees doesnt
guarantee they will succeed. They must know what to do and how to do it, if
they dont, they will improvise or do nothing useful at all. Inadequate
training also can trigger negligent training liability. As one expert puts it.It is
clear from the case law that where an employer fall to train adequately. And
an employee subsequently does harm to third party, this court will find the
employers liable. Employers should confirm the applicants climes of skill

and experience, provide adequate training (particularly where the

employees use danger and experience, provide an adequate training and
evaluate the training to ensure that it is actually reducing risks.

2. What are the four step involved in the training process?

Step 2: Instructional Design

After obtain the needs analysis results, the managers designs the overall
training program. Design brings the meaning of planning entire training program
which including trainings objective, delivery methods and program evaluation.
Furthermore, the instructional design process in training involve some sub-step
which are setting the objective for performance and creating detailed training
outline from start to finish for all training program, choosing a program delivery
method such as lectures or web and verifying the overall program design with
management. The design should include the summaries of how one persons
plan to set a training environment in order to motivate trainees to learn and to
transfer what they have learn in their job. At this stage, the manager undertake
the responsibilities to review possible training program content which including
exercises, books and activities. Besides that, the manager need to estimate the
budget for the training program.
Step 3 : Implement the program
The implementation phase is often called delivery phrase, where the training
program comes to life which means the training program is officially launched,
promoted and conducted to targeted employee group. In this stage,
organizations need to decide whether training will be delivered in-house or
externally coordinated. The company will start implement the program using one
or more of training methods such as lectures, apprenticeship training and
informed learning. Basically, company will start with simpler, low tech methods
and process it using computer-based ones. Program implementation includes the
scheduling of training activities and organization of any related resources such
as facilities and equipment.
Step 4 EVALUATION
The last step for entire training process of the entire program .After implement
training program ,t testing and evaluating is necessary to measure the success
of training , it helps determine the amount of learning achieved. . In this stages,
feedback should be obtained from all stakeholders to determine program,
instructor effectiveness and also knowledge or skill acquisition. Analysing this
feedback will allow the organization to identify weaknesses in the training
program. Actually we can assess program success according to:
Reaction Document that learners immediate reactions to the training.

Learning Use feedback devices or pre- and post-tests to measure what learners
have actually
learned.
Behavioursupervisors note learners performance following completion of the
training. This is one way to measure the degree to which learners apply new
skills and knowledge to their jobs.
Result determine the level of improvement in job performance and assess
needed maintenance.