ABSTRACT
The manager or supervisor plays a key role in the departmental orientation process. He or she usually is the first one to have contact with the new employee and so becomes the most influential person in developing the new employee’s attitudes and impressions. This chapter presents a highly individualized and customized departmental orientation plan. In addition to the timelines, topics and activities, it addresses strategies for assimilating the new employee into the actual work environment and into the organization’s culture. First-day orientation is not something a supervisor should delegate. It’s too important. This initial interaction establishes lines of communication between the supervisor and the new worker. On the second day, the on-the-job training process should be structured and designed to get the employee working comfortably on his or her own as quickly as possible. The employee’s mentor should remain in the picture, arranging to go on breaks and lunches together and offering support.
