Successful New Employee Orientation: A Step-by-Step Guide for Designing, Facilitating, and Evaluating Your Program , 3rd Edition
January 2007, Pfeiffer
Successful Orientation Practices Survey.
Section 1: Planning for Orientation.
Orientation Developer’s Master Checklist.
Orientation Advisory Board Checklist.
Orientation Benefits Checklist.
Interview Questions for Experienced Employees.
Typical New Employee Questions.
Section 2: Orientation Content.
Orientation Objectives Checklist.
Orientation Content Checklist.
Section 3: Orientation Methods.
Sample Role Checklists.
Sample 1: Human Resource Department Checklist.
Sample 2: Supervisor Checklist.
Sample 3: Self-Directed Orientation Checklist.
Sample 4: “Buddy” Checklist.
Sample 5: Mentor Job Description.
Sample Mentor Checklist.
How to Design a Self-Directed Orientation.
Self-Directed New Employee Orientation Through the Intranet.
Online Orientation Checklist.
Written Materials for the New Employee.
Personal Safety and Security Checklist.
One-Month Retention Checklist.
Three-Month Retention Checklist.
Six-Month Retention Checklist.
Twelve-Month Retention Checklist.
Section 4: Orientation Activities and Events.
Sample Schedules for Orientation.
Sample 1: One-Day Orientation, One Person.
Sample 2: Half-Day Orientation, One Person.
Sample 3: One-Day Orientation, Large Group.
Sample 4: Two-Day Orientation, Large Group.
Preparation Checklist for a Specific Orientation Event.
Activity 1: Session Starter Signatures.
Activity 2: Introductions in Groups of Four.
Activity 3: Elevator Speech Introductions.
Activity 4: Orientation Quiz.
Activity 5: Scavenger Hunt.
Activity 6: Values Card Sort.
Activity 7: Assembly Line.
What to Do for Families of New Employees.
Section 5: The First Day.
Preparation for the New Employee’s First Day.
Materials to Send the New Employee Before the First Day.
First-Day Activities for New Employees.
Examples of Meaningful First-Day Work Assignments.
Section 6: Orientation Evaluation.
Orientation Reaction Form for New Employee.
Evaluation of Orientation Objectives by New Employee.
Evaluation of Orientation Objectives by Supervisor or Human Resource Representative.
Post-Orientation Evaluation by New Employee.
Post-Orientation Evaluation by Supervisor.
Evaluation of Orientation Benefits for the Organization.
Section 7: Sample Letters.
Welcome Letter from the President or Chief Executive Officer.
Welcome Letter from the Human Resource Department/Function.
Welcome Letter from the Supervisor.
Notice of Orientation Meeting.
Request for Follow-Up Evaluation.
New Employee Announcement to Co-Workers.
Mentor Invitation Letter.
Section 8: Temporary-Employee Orientation.
Preparation for the Temporary Employee.
“Fast-Track” Welcome to the Organization.
Survival Checklist for Temporary Employees.
Safety Considerations for Temporary Employees.
Job-Task Assignments for Temporary Employees.
Section 9: Survival Guide for the New Employee.
Commonly Asked Questions.
How to Handle Being the “New Employee”.
Stages of New Employee Development.
Surprises at Work.
How to Be Successful.
Take a Tour.
Appendix: Orientation Research Summary and Participating Organizations.
About the Author.
How to Use the CD-ROM.
Pfeiffer Publications Guide.
—Julie Espy, manager, training and development, Orange County Transportation Authority.
"This book is tightly focused, comprehensive in its coverage,
well organized and systematic, appropriately detailed, extremely
user-friendly, and filled to the brim with a rich array of
practical tools for the practitioner."
—John W. Newstrom, author, Transfer to Training and Games Trainers Play series
"The book's lists, designs, exercises, and voluminous helpful
hints will be of assistance to even the most skilled professional
who has this HR activity on his or her 'to do' list."
—Beverly Kaye, consultant; author, Love 'Em Or Lose 'Em, and Up Is Not the Only Way
"This book is a masterful, step-by-step guide that offers
everything from sample letters to detailed timelines and
—Eileen McDargh, president, McDargh Communications; author, How to Work for a Living and Still Be Free to Live
"Outstanding! A great time saver for anyone in the public or
private sector planning to start or revitalize an organization's
—Joan Strohauer, formerly with the United States Government's Office of Personnel Management
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