Purpose & Goal of Orientation

Purpose & Goal of Orientation

Purpose of Orientation– Orientation isn’t a nicety! It is used for the following purpose

To Reduce Startup-Costs: Proper orientation can help the employee get “up to speed” much more quickly, thereby reducing the costs associated with learning the job.

To Reduce Anxiety: Any employee, when put into a new, strange situation, will experience anxiety that can impede his or her ability to learn to do the job. Proper orientation helps to reduce anxiety that results from entering into an unknown situation, and helps provide guidelines for behavior and conduct, so the employee doesn’t have to experience the stress of guessing.

To Reduce Employee Turnover: Employee turnover increases as employees feel they are not valued, or are put in positions where they can’t possibly do their jobs. Orientation shows that the organization values the employee, and helps provide tools necessary for succeeding in the job.

To Save Time for Supervisor & Co-Workers Simply put, the better the initial orientation, the less likely supervisors and co-workers will have to spend time teaching the employee.

To Develop Realistic Job Expectations, Positive Attitudes, and Job Satisfaction: It is important that employees learn early on what is expected of them, and what to expect from others, in addition to learning about the values and attitudes of the organization. While people can learn from experience, they will make many mistakes that are unnecessary and potentially damaging

Goals of Orientation Programs


  • Make workers and co-workers see hiring and orientation as an opportunity to acquire new talent and increase productivity so they can become more of a winning team.
  • Excite new hires about their new job/team and excite the team about the new hire.

Speeding Time to Productivity –

  • Give them the information they need and help eliminate barriers so you can speed up their time to productivity and have a positive ROI occur earlier.
  • Eliminate poor starts/ disillusionment that may lead to “crib death” resignations and retention issues.
  • Reassure new hires that they made a good decision by allowing them to begin meaningful work as early as possible.
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