New Employee Orientation Training in Organization


The success of an organization is determined by employee’s efficiency and productivity. An employee must understand the organizational culture, policy, competitors, history and job description. New employee orientation training is a practice that assists and welcomes new employees in the organization. New employee orientation training is a socialization process for the individual. The objective of the training influences the productivity of individuals and boosts the company’s profile. The Department of Veteran Affairs recruits individuals to facilitate smooth operations. The staff strength of the organization exceeds 200 000 people. The organization provides medical facilities, services and other benefits for clients. The clients comprise survivors, their families and veterans. Thus, new employee orientation program for the Department of Veterans Affairs will introduce the employee to his or her job description.

The type of training

The introductory phase for an employee is called orientation training. Employee orientation training assists the employee on the job (Noe, 2013). The orientation program will influence the employee’s commitment, reduce the employees’ anxiety, explain the requirements of the job and the firm’s expectations. The human resource department initiates the orientation process in The Department of Veterans Affairs. The HR conducts competence assessment during the orientation training for new employees. The HR department facilitates the employee to boost his or her performance. Job competence is a product of the individual’s ability, skill and knowledge.

Content covered during the training

The content covered during the training includes

  1. Communication.
  2. Customer service.
  3. Confrontation and conflict resolution.
  4. Phone and field communication.
  5. Complaints escalation.
  6. Time management.
  7. Teamwork.

The purpose of the orientation training

  1. Improve the individual’s confidence in the job.
  2. Reduce the learning time.
  3. Facilitate the individual’s adjustment in the organization.
  4. Improve the relationship between the management and staff.

The training format

The format of the orientation program is categorized into strategic training, technical training and core training.

Strategic training improves the individual’s competence at a specific task. The areas of training include change management, strategic thinking, strategic alliance and project management. Orientation in change management addresses the organizational processes and performance (Noe, 2013). Strategic orientation educates the employee in project planning, monitoring, project agreement and cooperation. Technical training includes employee benefits, employee relations, productivity, labor relations, performance management, pay administration, work/life integration and succession planning. Technical training correlates development, principles, practices, administration, conduct, performance and conflict resolution (Osca, 2012).

Core training for new employee includes problem analysis and solving, detail attention, customer service, creative thinking, flexibility, time management, oral communication, IT application, integrity, honesty, interpersonal skills, teamwork, reasoning and communication. Core orientation training identifies problems using perceived communication skills. A well-informed decision is a product of sound judgment. The training provides working patterns for the employee to access his or her client’s needs (Osca, 2012).

The above training format is a follow-up on the employee’s first day on the job. The management will introduce the employee to the house. Job description charts and organizational hierarchy will be reviewed. The follow-up meeting will address the employee’s impression of the organization, explain the mission statement of the organization, provide an evaluation procedure for the individual and the work rules in each department.

Finally, new employee orientation training influences the employee’s performance and productivity. The duration of the training is determined by the HR of the organization. The quality of service during the orientation training will determine the employee’s performance.


Noe, A. (2013). Employee training and development (6th ed.). Boston, USA: McGraw Hill.

Osca, D. (2012). Guide to managing human resource: New employee orientation. San Francisco, USA: MacMillan Press.

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