Discover the meaning of employee orientation, formula used in the calculation and examples.

Teaching new hires about the organization culture, policies, legislations, and organizational goals, is a crucial onboarding step. There is no standard employee orientation definition. However, it refers to the process of ensuring that new employees have easy access to information, services, and programs. It introduces the recruits to the work environment and welcomes them. Are you carrying out sound employee orientation?


How to measure employee orientation

To determine the ROI of the orientation program, as a human resource manager, you need to utilize certain metrics. They will give you a deeper view of the success of the onboarding process. Some metrics such as total costs of new employees, terminations within 90 days, and cost per employee, are easier to assess. However, others including the cultural fit or the time the new hire takes to become proficient are difficult to determine.

You should measure the performance of the new employees within 30, 60, 90, 180, and 360 days. Do the same to assess the experience and effectiveness of the new employee. Use quantitative metrics to determine the aforementioned aspects. First, conduct employee turnover, three months after the onboarding process. This can assist the organization in preventing the new employees from leaving the business, early. It can also tell the company what they can do to improve the productivity of the new employees such as offering training.

Another crucial metric for determining the efficacy of the employee orientation process is headcount vs. output effectiveness and performance. This refers to the time taken before a recruit becomes productive in the company. Besides, it entails the time taken for the individual to contribute actively to the team. However, handling all the data sets pertaining to the various assessments of the onboarding process is complex. Therefore, you can invest in onboarding software, which allows you to automate the process.

Apart from the quantitative metrics, there are qualitative metrics such as employee engagement. Using a survey, you can gauge the level of engagement among the new employees. The more they are engaged the better the employee orientation. Unlike your usual employee engagement surveys, this survey should investigate the understanding of the new employee about the organization culture, their role in the team, and alignment of their responsibilities with the company’s goals.

To conclude, measuring the effectiveness of the employee orientation programs is significant. It helps the organization to avoid employee turnover. A lot of resources are channeled towards orientating new hires. Hence, it would not be good for the organization, if the new employees left too soon.

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