Transcript Title of Chapter

Hiring and Orienting New Employees
5
OH 5-1
5-1
 Human Resources Management and Supervision
Chapter Learning Objectives
 Explain the importance of hiring and orientation
activities.
 List information included in a job offer.
 Describe methods for conducting background checks.
 Recognize new employee documents to be processed.
 Identify procedures to plan, implement, and evaluate
orientation programs.
 Describe procedures to manage a personnel file and
develop a checklist to manage hiring and orientation
documents.
OH 5-2
Hiring and Orientation
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Importance of Orientation
 Provide information needed for a new employee
to function effectively at work.
 Make the employee feel welcome.
 Demonstrate the hospitality that employees
should practice.
 Make available information needed to meet
safety and legal obligations.
OH 5-4
General Screening and
Hiring Activities
 Making (negotiating) a job offer
 Notifying unsuccessful applicants when the
position is filled
 Conducting final background checks
 Managing “paperwork”
 Providing orientation experiences
OH 5-5
Making a Job Offer
 A formal invitation to become an employee on a
certain date to perform specified duties for
specific compensation
OH 5-6
Job Offer Information
 Position information
 Compensation information
 Benefit information
 Logistical information
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Job Offer Information continued
 Employment contingencies
 Union information
 At will statement
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Notify Unsuccessful Job Candidates
OH 5-9
Final Background Checks
 Purposes
 To verify applicant information
 To learn more about the applicant’s character
 To uncover any information that was withheld
OH 5-10
Types of Background Checks
 Work experience
 Driving record
 Education
 Credit record
 Other background
 Physical ability
information
 Criminal record
OH 5-11
 Drug use
Health Records and Reasonable
Accommodation
 Managers must make reasonable
accommodations for disabled persons if it does
not create an “undue hardship” to do so.
 Examples
 Making existing facilities readily accessible
 Restructuring jobs and modifying work assignments
 Modifying equipment
 Revising training materials and policies
OH 5-12
Hiring-Related Documents
Necessary documents must be processed with
sufficient time to
 Include the employee on payroll before the
first paycheck.
 Ensure the employee receives any benefits
due on the first day of employment.
 Ensure that company policies are met.
 Meet legal requirements.
OH 5-13
Employment and Payroll Documents
 W-4 Form (Employees’ Withholding Allowance
Certificate)
 State and local tax forms
 I-9 Form (Employment Eligibility Verification)
 Other documents applicable to the position
 Job eligibility documents (if applicable)
 Permission documents
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Benefit Enrollment Documents
 Paperwork for benefits, such as health or life
insurance, is completed on or soon after the
employee’s first day on the job.
 Many orientation programs provide information
about benefit choices.
 Some operations send benefit information to
new employees before they begin work.
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Job and Company Policy Documents
 Employees should receive a current job
description and employee handbook.
 Orientation schedule, information about any
probation period, and other legal documents
should also be provided.
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How Would You Answer
the Following Questions?
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1.
Final background checks are typically made
(before/after) the job offer is made.
2.
What document conveys job details and
starting information to a potential employee?
3.
The most critical employment documents are
those that_______ and _______.
4.
The _______ form is used by an employee to
prove his/her legal right to work in the United
States.
Orientation Program Details
 Time frame
 Programs can last several hours or several months.
 The program’s content and structure determine
its length.
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Orientation Information About the Operation
 Review of operation’s mission, vision, and
history
 Identification of key managers and
organizational structure
 Explanation of benefits
 Completion of “paperwork”
 Distribution of employee handbook and
explanation of policies and procedures
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Orientation Information About the Position
 Review of job description
 Explanation of performance expectations
 Review of work schedules
 Provision of contacts’ phone numbers
 Introduction to employees and work area tour
 Distribution of equipment or materials
OH 5-20
Other Orientation Concerns
 An orientation kit is often developed to provide
all hiring-related documents to new staff
members.
 A trainer’s guide can help to prepare for an
orientation session.
 Trainers should be chosen for their expertise or
position in the operation.
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Orientation Sessions
A well-planned orientation session can look simple, but it
requires much planning to be effectively delivered.
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Managing the Hiring and Orientation Process
 Retain important information about employees in
a personnel file stored in a safe and private
place protected from damage or theft.
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Using Checklists
 New hire checklist
 Focuses on getting the employee and operation
ready for the employee’s first day on the job
 Orientation checklist
 Records what should and did happen on the first
day of employment and during follow up meetings
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Evaluation of Orientation Programs
Methods to evaluate
 Talk to new employees frequently.
 Request that a formal evaluation form be
completed.
 Request feedback from those who develop
and conduct the orientation program.
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How Would You Answer
the Following Questions?
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1.
In large operations, much of the planning
responsibility for orientation programs rests
with _______.
2.
What two general types of information are
provided in orientation programs?
3.
All employee records should be kept in
personnel files. (True/False)
4.
The new hire checklist and orientation
checklist basically consider the same
information. (True/False)
Key Term Review
 Employee handbook
 Negligent hiring
 Employment contract
 New hire checklist
 Employment letter
 Orientation
 Job offer
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Key Term Review continued
 Orientation buddies
 Orientation checklist
 Orientation kit
 Personnel file
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 Summary plan
documents (SPDs)
 Union shop
Chapter Learning Objectives—
What Did You Learn?
 Explain the importance of hiring and orientation
activities.
 List information included in a job offer.
 Describe methods for conducting background checks.
 Recognize new employee documents to be processed.
 Identify procedures to plan, implement, and evaluate
orientation programs.
 Describe procedures to manage a personnel file and
develop a checklist to manage hiring and orientation
documents.
OH 5-29