Orientation Program Handbook

Literally, the word “guidance” means being guided eastward, that is, having the basic information that indicates where one is and how to get where you want to go. The orientation program handbook for a new job should provide the employee with the basic information of the organization, its job, the target population, and the community so that that employee can also understand how to get where he wants to go. Therefore, it is better if all or most of an orientation program handbook is prepared before starting work. The orientation program handbook for the personnel can vary from organization to organization, but they must agree on something: Planning. The organization must think in advance how an orientation program handbook should be for its staff.

Key points for the orientation program handbook are

What is important for staff to know?

Does the organization have unique characteristics that staff need to understand especially? What differences are there about the target population? What people, inside and outside the organization, is it important for staff to know? What impression of the organization do you want the new staff to take?
None of the answers to these questions should be left to chance, they should be included in the orientation program handbook.
The point is that an orientation program handbook is not limited to giving people a couple of details about the organization. It is a coherent and planned introduction that combines information, experiences and a transmission of the values and culture of the organization, all this in order to give new staff the base they need to do their job. and integrate into the organization and the community in the simplest way possible.

WHY AN ORIENTATION PROGRAM HANDBOOK?

An orientation program handbook for new staff can be of great help to both those employees and the organization. Some of the specific advantages that such a program provides are:

Allow new staff to get to work immediately. If they have a clear knowledge of the organization, their job and community can start working immediately and start changing things.
It instills confidence in new staff both in their own abilities to be effective (since they know they have the necessary information and contacts) and in the organization that has planned to provide them with that context and made them feel part of a work team.
It increases the possibility (facilitating a good start and providing the right context) for new employees to do a good job in the long term … and stay in the organization for longer.
It facilitates the task of others in the organization by eliminating the need for new employees to constantly request information and advice.
It places the new staff in an existing social structure, thus helping them to feel comfortable and interact with others, as well as improving the climate of the organization (the way in which those who work in it or have contact with it ” feel ”the organization).
It formally welcomes new staff to the organization and makes them feel they have support to do their job. Familiarizing new staff with the culture of the organization (see below) increases the chances that it can be properly integrated into the organization as well as nourish and be part of that culture.
By informing and preparing new staff, the organization’s reputation in the community is built, which leads to community support and better services.
A well-conceived and well-directed orientation program handbook can point to all the factors (logistics, professional, social and philosophical) that can help staff to fit into the organization and do their best work.

WHAT ARE THE ELEMENTS OF AN ORIENTATION PROGRAM HANDBOOK?

Most small (and many larger) organizations lack the time and resources for formal guidance. An orientation can include a reading of the orientation program handbook, some presentations and even less. Below is an overview of what is ideal: what is done will depend on the resources and what the particular situation requires. The main point is that the more information and comfort you can provide to the new staff, the better. If the current orientation of the organization in question is to say “Come, take a look and start working,” you should think about what can be done to make new staff feel more familiar. A whole day of orientation is not needed for this. It’s true: a staff orientation program handbook is a great thing and can really benefit the organization. Now the dilemma about what such an orientation program handbook should consist of must be faced. The orientation program handbook for almost all jobs should include introductions to the organization, the target population, the community and the position itself. Here are some elements that should be included in each of these introductions.