Call Us, Request a Quote, Book a Meeting, Get in Touch)
Qeeva Advisory Limited
Tel: (+234) 802 320 0801, (+234) 807 576 5799
E-Mail: info@qeeva.com
Office: 5, Ishola Bello Close, Off Iyalla Street, Alauasa, Ikeja, Lagos, Nigeria.
Your company doesn’t need a weak employee orientation. Qeeva Advisory Limited can help.
Pain points of an “employee orientation service” can include:
- Information overload: Employee orientation might be challenging for new hires to take in crucial facts due to an abundance of information.
- Inefficiency: Outdated or disjointed orientation procedures can cause frustration and a lot of time for HR personnel as well as workers.
- Lack of personalization: Personalized orientations may not take into account each employee’s unique requirements and interests.
- Inadequate participation: Employees may not remember important information if orientations are boring and uninteresting.
- Complex paperwork: Managing administrative responsibilities, such comprehending corporate regulations and filling out papers, may be difficult and complicated.
- Inadequate training: Staff members may not learn the skills required for their positions if the service does not offer sufficient training.
- Ineffective on boarding tools: The employee orientation process may be hampered by antiquated or inefficient on boarding resources and tools.
- Communication gaps: Confusion or misconceptions might result from unclear or poorly communicated information.
- Cultural disconnect: A lack of integration inside the organization may result from a failure to communicate the company’s principles and culture.
- Tracking and Feedback: It might be difficult to keep an eye on the effectiveness and advancement of the orientation process in the absence of appropriate feedback systems.
- Lack of engagement: If workers aren’t completely involved in the orientation process, they won’t retain as much knowledge and won’t be as productive.
- Conflicting schedules: If employees are starting at various times or places, it may be challenging to plan the orientation.
- Information overload: During the employee orientation process, there could be too much information provided, which could cause confusion and make it difficult to remember crucial aspects.
- Insufficient training: Misunderstandings and errors may arise if staff members are not given enough instruction in crucial areas like business policies, practices, and culture.
- Language barriers: During the orientation process, it might be challenging to convey crucial information if workers don’t speak the same language.
- Inconsistency: Various presenters or trainers may give disparate information, which might cause confusion among staff members and inconsistencies in the orientation process.
- Absence of follow-up: Following the first orientation, there could not be any follow-up or continuing assistance, which leaves employees feeling abandoned and apprehensive about what to do next.
To address the pain points of an employee orientation service, consider implementing the following solutions:
- Material Overload: – Make an orientation schedule that is organized and contains easily understood material.
Give staff members access to tools and materials so they may study at their own speed.
- Inefficiency – Automate and digitize orientation procedures to cut down on paper effort and expedite administrative duties.
– Track orientation module completion and progress using technology.
- Lack of Personalization: – Customize orientation courses to fit the requirements of each employee and their specific tasks.
– Use surveys or interviews to find out exactly what kind of information workers need.
- Low Engagement – Use group activities, quizzes, and multimedia to make orientations more engaging.
– Make material more relevant by using narrative and real-world experiences.
- Complex Paperwork: – Make forms and paperwork easier to understand and give precise directions on how to complete them.
– Provide guidance and support to staff members as they complete administrative duties.
- Inadequate Training: – Include mentorship and practical training.
– Provide materials and opportunity for further study to help build skills.
- Ineffective on boarding Tools: – Update and enhance orientation materials on a regular basis.
– Invest in platforms and products that are easy to use and aesthetically pleasing.
- Contact Gaps: – Provide unambiguous lines of contact for queries and issues.
– Ensure supervisors and mentors are readily available to resolve issues.
- Cultural Disconnect: – Use team-building activities, storytelling, and role modeling to introduce new hires to the company’s culture and values.
Promote camaraderie among teammates and social exchanges.
- Tracking and Feedback: – Use one-on-one meetings or questionnaires as feedback tools to get input from staff members.
– Evaluate the orientation process’ efficacy on a regular basis and adjust as necessary.
By implementing these solutions, you can enhance the effectiveness of your employee orientation service and create a smoother on boarding experience for new hires.
The purpose of employee orientation service, also known as employee on boarding, is to acquaint and integrate new hires with the company. It is an essential human resources procedure. In-depth training that helps new recruits get acquainted with their jobs, the corporate culture, regulations, processes, and co-workers is usually included in this extensive process. Below is a summary of services related to employee orientation?
- Introduction to the organization: This section covers the history, mission, values, and overarching objectives of the organization for new hires. This gives them background information on the company they are joining.
- Department and Role Specifics: Workers are advised about the expectations, duties, and tasks that are unique to their departments. Job descriptions and performance standards fall under this category.
- Corporate rules and Procedures: To make sure they comprehend and uphold the organization’s standards, new recruits are instructed on corporate rules, such as the dress code, code of conduct, and communication guidelines.
- Legal and Compliance Requirements: Workplace safety rules, equal employment opportunity policies, and other relevant laws and regulations are just a few of the legal and compliance-related topics that are frequently covered throughout the orientation process.
- Training and growth Opportunities: To support employees’ advancement within the company, information on professional growth, training courses, and chances to improve skills is typically given.
- Benefits and Compensation: Information is usually provided on pay, benefits, and any other advantages that the employer may provide, such health insurance, retirement plans, and employee support programs.
- Technology and Tools: To ensure that new hires are knowledgeable and effective, orientation includes an introduction to the technology, software, and tools they will use in their jobs.
- Corporate Culture and Values: It’s critical to comprehend the corporate culture. This covers the standards, conventions, and general atmosphere that workers can anticipate at work.
- Colleague and Team Introductions: In order to promote relationships and create a network of support, new hires are introduced to their co-workers and team members.
- Feedback Mechanisms: Open communication is encouraged by informing staff members about the procedure for offering feedback, resolving issues, and asking for assistance.
- Mentoring and Support: To assist new recruits in acclimating to their responsibilities more successfully and to address any queries they may have, several organizations provide mentoring programs.
- On boarding Resources: To help workers with their orientation, a variety of resources are frequently made accessible, such as handbooks, training materials, and online portals.
Services for employee orientation are essential for making new workers feel at home, lowering the learning curve, and fostering a happy work environment. Effective orientation programs may improve overall corporate success, work satisfaction, and employee retention.
- Intense on boarding Experience: HR specialists with a wealth of on boarding knowledge create and administer our employee orientation program. We are aware of the subtleties involved in smoothly on boarding new workers into your company.
- Tailored to Your Requirements: We understand that every company is different. Our orientation sessions are customized to meet your unique needs, making sure that your new recruits are given the knowledge and instruction pertinent to the culture and field of your business.
- Cost and Time Efficiency: We save you money and time by optimizing the on boarding procedure. Effective on boarding shortens the time it takes for new hires to start contributing to the success of your company by making them productive more rapidly.
- Assurance of Legal and Compliance: We make sure you stay within the law. By making sure that all legal and compliance requirements are fulfilled, our orientation service lowers the possibility of legal problems arising from on boarding.
- Improved Staff Engagement: Contented staff members are inclined to remain with your company. We put a lot of effort into building an environment that is welcoming and inclusive from the start, with the goal of encouraging long-term employee commitment.
- Improved Retention Rates: We aim to improve staff retention through our employee orientation programs. We minimize employee turnover and the related expenses of hiring and on boarding new employees by offering a cordial and educational welcome.
- Accelerated Productivity: New hires who arrive at work well-prepared and with the skills and resources necessary to succeed in their positions start producing results more quickly. In general, this increases organizational productivity.
- Sustainable Integration of Company Culture: We stress the significance of company culture. By assisting new hires in comprehending and assimilating into your culture, our orientation service increases the likelihood that they will share your company’s values and objectives.
- Continuous Support: After the initial orientation, we continue to provide assistance. We provide management and new hires with continuous help to address any issues, queries, or difficulties that may come up.
- Proven Success: We have experience on boarding staff members successfully for a variety of companies. Several effective on boarding experiences serve as testimonials to our knowledge and best practices.
- Technology Integration: We use cutting-edge tools, such as e-learning modules and digital resources that new hires may use whenever it’s convenient for them, to streamline and expedite the on boarding process.
Selecting our employee orientation service is a sign of a partner who recognizes the value of a professionally run on boarding procedure. By making sure that your new workers settle in well, we’re committed to helping you make a good first impression, raise employee happiness, and propel your business forward.
How it Works/Our Engagement Process
An employee orientation service’s engagement process entails a number of actions and exchanges to make sure that newly hired staff members have an enjoyable and educational on boarding experience. An overview of our engagement process is provided below:
- Pre-Orientation Preparation – Needs Assessment: Perform a preliminary assessment to determine the organization’s unique onboarding requirements, taking into account departments, roles, and compliance requirements.
– Customization: Adapt the orientation course to the goals, policies, and culture of the company.
- Scheduling and Communication: – Welcome Message: Before their first day on the job, give new hires a warm introduction by sending them an email or message.
Planning: Plan orientation sessions with managers and HR to make sure new hires get all the information they need, such as date, time, and location.
- Orientation Day: – Welcome Session: Hold a welcome session to acquaint new personnel with the purpose, values, and culture of the organization.
– Paperwork and Documentation: Help staff members fill out required documentation, such as tax forms, benefit enrolment, and acknowledgments of corporate policy.
Department and Role Orientation: Make sure that each department gives a summary of the tasks that fall within its purview and that the new hires are aware of how their duties fit into the overall structure of the company.
- Education and Training: – Training Modules: Provide materials and training modules covering safety, compliance, and other important subjects.
– Technology and Tools: Give staff members’ practical instruction on the instruments and gadgets they’ll be using on the job.
- Interactive Sessions: – Q&A and Discussions: To promote comprehension and involvement, encourage new recruits to ask questions and participate in discussions.
– Team Building Activities: Incorporate team-building activities or exercises to facilitate the introduction of new hires to their co-workers.
- Feedback Mechanism: – Provide a way for recent hires to voice their opinions on the orientation procedure and clarify any questions or concerns.
- Follow-Up Support: – Assign buddies or mentors to assist new hires and offer continuing assistance. – Continue to keep an eye on developments and offer support when required.
- Resource Access: – Provide staff with easy access to resources for reference, such as digital handbooks and online training materials.
- Legal and Compliance Review: – Make sure the orientation program is updated and reviewed on a regular basis to make sure it complies with evolving legal requirements.
- Evaluation and Improvement: – Gather input on the success of the orientation procedure from department leaders as well as new hires.
– Utilize this input to keep refining the on boarding process.
- Long-Term Engagement: – Provide chances for professional development and advancement within the company to retain new hires after their initial orientation.
- Feedback Loop with Managers: – Keep the lines of communication open with department managers to make sure their expectations are met and they are happy with the on boarding procedure.
The engagement process of the employee orientation service is a dynamic, continuous endeavour that seeks to match the objectives and culture of the company with the goals and experiences of new hires. Being flexible and always improving are essential to making sure the on boarding process is successful.
The entire human resources and workforce management process depends on related services like “Employee Orientation Service.” These services enhance the on boarding process and support efficient staff management and development. These linked services are available:
- Training and Development for Employees: – These services concentrate on the continuous improvement of employees’ knowledge, skills, and careers. To assist staff members in succeeding in their positions, they might consist of certification courses, e-learning courses, workshops, and seminars.
- Performance Management: – Services related to performance management include establishing goals for performance, carrying out frequent assessments, offering criticism, and assisting with strategies for performance enhancement. Employees have a better understanding of their objectives and organizational contribution as a result.
- Succession Planning and Talent Management: – These services include identifying high-potential personnel, grooming them for leadership roles, and formulating succession plans for important posts. They guarantee that there is a constant flow of talent into the company.
- Career Development and Advancement: – Services for career development help staff members chart out their futures inside the company. They might consist of coaching, mentoring, and advice on how to reach professional objectives.
- Employee Assistance Programs (EAP): – EAP programs offer assistance to staff members who are dealing with personal or professional difficulties, such as stress, mental health concerns, and family issues. They support work-life balance and employee well-being.
- Workplace Health and Safety: – These services, which include risk assessment, staff training on safety procedures, and compliance with health and safety legislation, are aimed at preserving a safe and healthy work environment.
- Compensation and Benefits Administration: Overseeing benefit plans, payroll services, and compensation packages guarantees that workers are paid fairly and receive the benefits to which they are entitled.
- HR Compliance and Legal Services: It is essential to make sure the company complies with labour rules and regulations. HR compliance services help with employment-related legal difficulties and offer advice on labour law concerns.
- The goal of employee engagement services is to raise morale, increase work satisfaction, and increase overall employee retention rates. Surveys, feedback systems, and campaigns to raise morale at work are a few examples of strategies.
- Diversity and Inclusion Programs: These programs are aimed at fostering inclusive and varied work environments that recognize and appreciate individual differences among staff members. They advocate for equity, justice, and a friendly atmosphere for everyone.
- Human Resources Information Systems (HRIS): – HRIS services include the installation and upkeep of tools and software to optimize HR procedures, ranging from hiring and onboarding to payroll and reporting.
- Recruitment and Talent Acquisition: – Recruitment services help find, screen, and hire applicants for roles that are available inside the company. This covers the procedures of posting jobs, vetting candidates, and conducting interviews.
- Organizational Culture and Change Management: – Services in this area assist organizations in adjusting to shifts, mergers, and reorganizations while making sure that the current culture endures or changes as needed.
These ancillary services are essential parts of HR management and help the organization’s overarching goals of luring, keeping, growing, and involving people. In conjunction with the Employee Orientation Service, they aid in the development of a knowledgeable, driven, and productive staff.
MATTHEW OGAGAVWORIA, BSc, MBA, ACIT, FCA
Matthew Ogagavworia became Chief Executive Officer of Qeeva Advisory Limited after Co-founding the Company in 2017 having successfully managed the then qeeva.com, a unit of Matog Consulting.
Matthew Ogagavworia responsibilities include brand positioning and driving the company to achieve the growth and development of the company. He currently pursues organic growth of the company through investing in our existing product or services that have generated growth in the past, creating new products or services to take advantage or new opportunities performing better on our core capabilities and leveraging our team.
Ekeocha HECTOR, B.Sc, MBA, CISA, CRISC, ACCA, FCA CertIFR
Hector is a project implementation consultant with Qeeva Advisory. Hector has worked in the Nigeria for over 20 years primarily within risk management and related areas in financial services organizations. He is the Senior Manager, Enterprise Risk Management Department within the Financial Services Risk Management Practice at Hodge Consult. Hector’s area of focus is the identification and development of clients’ needs in operational risk.
Client engagements have included advising and guiding on risk frameworks and governance, risk and control assessments, indicators of key risks, modeling of operational risk and risk reporting as well as risk appetite, the use of six sigma and enterprise wide risk management.
Teddy OKUMAKUBE, FCA, BSc, MBA, ACIT, ACNIM
Teddy is a Consultant at Qeeva Advisory. Teddy has over 21year experience in Accounting Advisory, Project Finance, Corporate Finance, Portfolio Management,, Public Sector Advisory,Management Consulting, Tax Risk Management, Strategy, Management Development, Audit, Taxation, Banking, He was previous Audit Manager at D. O Dafinone & Co (Chartered Accountants), He is currently Executive Director at BGL Securities Limited. He has attended courses both locally and international. He is also on the board of Tricorr Technology Limited, an Environmental Consulting firm as well as Kings Crown Business School.
Joshua Oweibo HND, FCA, ACTI.
Joshua Oweibo is a Teaming Consultant with Qeeva Advisory. He has over 30 years of experience in Tax Practice, auditing, consulting, financial controls, Risk Management, He has led several business transformation teams in varied industry both in Nigeria and abroad. His specialties include tax planning and management; financial planning, reporting & control; business modeling and valuation; auditing and compliance testing.
David C Okpara, B.Sc, FCA, CISA AMNIM.
David is a Consultant with Qeeva Advisory Limited. With over 9year experience in Accounting, Auditing & Investigations, Finance, Analysis, and Tax.
(Call Us, Request a Quote, Book a Meeting, Get in Touch)
Qeeva Advisory Limited
Tel: (+234) 802 320 0801, (+234) 807 576 5799
E-Mail: info@qeeva.com
Office: 5, Ishola Bello Close, Off Iyalla Street, Alauasa, Ikeja, Lagos, Nigeria.
FAQ
FAQ
Frequently Asked Questions (FAQ) on Employee Orientation Service:
- What is an orientation service for new hires? – On boarding, another name for employee orientation services, is an organized process that acquaints new hires with their jobs as well as the policies, processes, and business culture. Its goal is to ease people into their new work environment.
- What makes staff orientation crucial? – Because it establishes the tone for a new hire’s experience, clarifies duties, and speeds up integration into the company, employee orientation is crucial. Additionally, it improves work satisfaction and retention.
- What usually takes place at the staff orientation? – New hires learn about the history, culture, and values of the organization during orientation. They fill out paperwork, get instruction unique to their position, and meet their co-workers and the equipment they’ll be using.
- What is the typical duration of an employee orientation process? – Each organization has a different duration. Depending on the intricacy of the position and the particular requirements of the company, it may take anything from a few hours to several days.
- Who conducts the employee orientation? – Human resources (HR) departments are usually in charge of it, but other departments and team members may assist by offering training and information relevant to their roles.
- What ought to new hires bring to the orientation? – It can be necessary for new hires to present identity papers and completed paperwork, such benefit enrolment and tax applications. It is important to inquire about particular needs from HR.
- Do businesses provide orientation for virtual or remote workers? – With the use of online resources, video conferencing, and digital tools, many firms do conduct virtual orientations for geographically dispersed or remote personnel.
- What occurs when an employee fails to show up for their planned orientation day? – In order to make sure the new hire gets all the information they need, it’s imperative to reschedule the orientation. Usually, HR will arrange for this.
- How does orientation affect the retention of employees? A well-run orientation program makes new recruits feel involved, welcomed, and prepared, which has a favourable impact on employee retention. It lessens the chance of turnover occurring early.
- Can orientation services be advantageous for current employees?
– It is possible to offer orientation services to current workers who switch positions within the company or want more training to adjust to new duties.
- How can businesses assess the success of their orientation initiatives? – To improve, organizations may measure the efficacy of orientation by keeping an eye on employee engagement, retention rates, and feedback from department heads and new hires.
- Is employee orientation a continuous process or a one-time event? – New recruit orientation is usually a one-time event, but the concepts of on boarding may be expanded to encompass continuous engagement, training, and growth opportunities for all staff members.
- What is the function of managers in the employee orientation process? – Managers are essential to the orientation process because they establish expectations, give job-specific information, and help new hires as they adjust to their new jobs.
- Does employee orientation have legal requirements? – The legal requirements for orientation differ depending on the industry and area. These frequently involve compliance education on subjects like harassment prevention and workplace safety.
- Is it possible to customize employee orientation to fit various job responsibilities inside an organization? – It is true that orientation programs must to be tailored to the particular needs and responsibilities of every division or job title inside the company.
Services for employee orientation are essential to ensure that new hires understand their tasks and responsibilities and have a seamless transition into the company. Providing answers to these commonly asked questions can assist companies in developing successful orientation initiatives.