The Two Phase Orientation

It is recommended that a complete orientation be done in two sections or phases, an overview phase and the job-specific phase.

Overview Phase

The overview phase deals with the basic information an employee will need to understand the broader organization in which he/she works. This phase is often conducted by the human resources department or administrative staff since much of the content is general in nature.

It is also recommended that the site manager be introduced to the new hires at this time to establish good relations between the hourly employees and top management right from the start. You may wish to have that “top manger” conduct part of the orientation such as telling about company history, philosophy or background or give the new hires an introductory tour of the facility. If your company is a large, multi-site organization, a pre-recorded greeting or welcome by the company’s president/CEO is a good way to start.

During the overview phase the following general areas should be covered:

• The company in general, its departments and branches.


• Important policies and general (non-job specific) procedures should be discussed


• Information about compensation and benefits


• Safety and accident prevention issues


• Employee rights and responsibilities


• Overall discussion and tour of physical facilities

During this phase it is a good idea to have employees follow along in the employee handbook so they know were important polices and procedures are found and can refer to them again. The overview phase does not have to be a recital of every section of the employee handbook. Instead, the most important issues should be addressed and summarized.

Your company’s employee handbook should have included an “Acknowledgement of Receipt and Understanding” that should be removed, signed, and turned in by the new employee upon completion of the orientation processes. This acknowledgment is general in nature and therefore your company attorney may recommend that you have individual signed statements of understanding for the most critical policies and procedures such as handling of hazardous materials, sexual harassment, disclosure of trade secrets, and etc.. These individual statements should be stored in the employee’s personnel file.

Job-Specific Phase

The job-specific phase of the orientation process is best conducted by the immediate supervisor and/or manager since much of the content will be specific to the individual and their workstation or area. At this time the new employee is made aware of the production cycle, quality control, and how his/her role fits into the completion of the final product or goal. It should be specifically demonstrated how the employee’s actions directly affect subsequent steps in the manufacturing process.

During the job-specific phase of the orientation process the following areas should be covered:

• Function of the organization and how the employee fits in


• Specific job responsibilities, expectations and duties
  Layout of the work area


• Job specific policies, procedures, rules and regulations (including all safety measures)


• Introduction to co-workers and key people in organization

This phase can be considered to encompass the first few days on the job in which the employee is not yet expected to be 100% proficient and works closely with supervisors and/or co-workers who supply additional information, tips and instruction as the employee is brought up-to-speed.