New Employee Orientation Program Outline

Below is a tabulated outline of the proposed NEOP for the organization. The outline has the training content and methods, duration for the various presentations and the estimated costs. Notably, the cost estimate is for orientating one person and does not include the cost of the time taken during the orientation. An evaluation plan is also laid out proposing the training outcomes and methods to measure these.







Cost estimate (US$)


Measuring outcome

Introduction to organization’s:

i)                    history

–   Commencement

–   Growth and development

–   Accomplishments

–   Challenges

–   Conversation and discussion

–   Document handouts

–   Workshop for large groups

–   Meeting

30 minutes10–   Understand organization’s background.

–   Employee to feel they belong.

–   Employee feedback through questions and non-verbal cues.
ii)                  vision and mission

–   Vision

–   Stated mission statement

–   Real mission

–   Conversation and discussion

–   Document handouts

–   Multimedia presentation

–   Meeting

30 minutes10–   Understand and embrace what organization does and what it stands for.

–   Know any unstated agenda.

–   Employee feedback e.g. by stating the mission and vision unaided.
iii)                structure and philosophy

–   Structure

–   Culture

–   Ethics

–   Supervision

–   Mentorship

–   Conversation and discussion

–   Document handout

–   Multimedia

–   Walkabout

–   Working lunch

–   Meetings

1 day100–   Know the organization’s structure.

–   Understand and embrace organization’s way of doing things.

–   Know written and unwritten rules and regulations.

–   Know their chain of command.

–   Employee feedback.

–   Observe employee behavior.

–   Relationship  development.

iv)                strategies

–   Short-term and long-term strategies

–   Competitive advantage

–   Discussion

–   Document handout

–   Multimedia

–   Role play

–   Practice

–   Meeting

6 hours10–   Know the organization’s strategy.

–   Know how to implement the competitive advantage.

–   Employee feedback.

–   Test or competition if in group.

v)                  People

–   Names of staff members

–   Departments

–   Workers’ welfare

–   Walkabout

–   Conversations and discussions

–   Working lunch

–   Multimedia

–   Membership registration

–   Meeting

1 day100–   Know names of staff members in the organization.

–   In big organizations, at least to know administrators, line and support staff.

–   Name and job recall exercises.

–   Relationship development.

–   Membership registration.

vi)                Logistics

–   Supplies

–   Equipment

–   Time

–   Routines

–   Benefits

–   Living

–   Multimedia

–   Walkabout

–   Conversations and discussions

–   Requesting supplies

–   Using equipment

–   Working lunch

1 week300–   Know procedure and place to get supplies and use equipment.

–   Know routines and times e.g. reporting, lunch, security, safety, restroom, etc.

–   Know benefits (e.g. insurance, vacations) and quality of life (e.g. parking and eateries).

–   Efficacy and efficiency of using equipment and requesting supplies.

–   Timekeeping.

–   Relationship development.

vii)              policies and procedures

–   tasks

–   relationships

–   conflictresolution

–   Document handouts (handbook)

–   Discussion

–   Meeting

1 hour20–   Be aware of organization’s policies and procedures.–          Follow policies and procedures.
Introduction to target population

–   Main customer

–   Othercustomers

–   Discussion

–   Multimedia

–   Document handout

–   Meetings

2 days0–   Define the characteristics, culture and demographicsof main and other customers.

–   Observe and practice customer service.

–   Define demographics for various products.

–   Reflection of customer interests in work activity.

Introduction to community

–   Groups

–   Location

–   Personalities

–   Conversation and discussions

–   Travelling

–   Working lunch

–   Meetings

1 week500–   Identify different interest groups.

–   Know the locality.

–   Know the communities’ characteristics, demographics and institutions.

–   Relationship development with interest group.

–   Ease of getting around.

Introduction to the position

–   Job description

–   Activities and procedures

–   Trial period

–   Evaluation

–   Expectations

–   Conversation and discussion

–   Multimedia

–   Observation

–   Practice

–   Document handouts

–   Seminar if available

–   Workshops for large groups

–   Meeting

3 weeks500–   Understand job description.

–   Know day-to-day performance of tasks and any routines.

–   Understand trial period and performance evaluations.

–   Understand unstated requirements and expectations.

–   Observation and evaluation of work performance.
Order Unique Answer Now

Add a Comment

Your email address will not be published. Required fields are marked *