Integrating employees into your unique work culture cannot end with merely hiring them. Employees come with several apprehensions about their career in the new company. They will be anxious about your policies, procedures, work culture and, most importantly – your other employees. There are several advantages of a well-conducted employee orientation program.
It makes your employees feel valued: Employee orientation is an opportunity to convey that you value your employees and their services. This keeps them interested in the company and their positions.
It helps you reduce start up time and cost: A properly planned orientation program helps you educate the employees on your policies, procedures, and work culture. Besides, you can also convey your expectations so that the new employees get to learn the work and give you the required dividends. Thus, you can reduce the learning time and the associated costs. Otherwise, your managers would have to spend their time in teaching work procedures.
It boosts Productivity and Retention: Orientation plays a crucial role in eliminating initial confusion and increasing the speed to perform the job as per expectations. Since you make it clear in the very beginning what you expect of the employees, they start working towards that goal from the beginning. When what your employees do and what you target are in the same line, it will be easy for you evaluate their performances and reward them accordingly. This not only enhances the employees’ productivity but also their job satisfaction. Satisfied employees are more likely to stick to the company for a long time.
In spite of its invaluable benefits for organizations, employee orientation is a much-neglected strategy. Many organizations treat it as an HR process which includes briefing the new hires about their business, values, history, and employee policies. Orientation ends up being nothing more than a program that introduces new hires to their reporting managers and colleagues, many a time within their own departments. This can cost the company dearly in the form of resource wastage and employee productivity since employees attempt to learn the actual work through a trial and error method.
Sometimes, small organizations avoid conducting orientation programs because these take the employees away from work for a long time and the organization cannot afford it. However, they can handle this problem by planning the orientation program in such a way that it goes alongside regular work. They could divide the orientation program into different segments and conduct them in harmony. In the process, they can use online learning resources wherever possible.
A well-planned and executed orientation is required to keep your employees motivated right from the start. Less satisfied employees are more likely to quit. It is, therefore, your responsibility to alleviate all the fears that your new employees undergo, through proper orientation. This facilitates their getting comfortable with the new workplace and focusing on their job faster. So plan your program well.
In every academic discipline, there has been a knowledge explosion. A college/university teacher has to continuously update his knowledge in his chosen field of expertise, or run the risk of becoming totally outdated in the very short period of time. In light of this the objectives of the refresher courses of three week duration are as follows:
· to provide opportunities for in-service teachers to exchange experiences with their peers and facilitate mutual learning;
· to provide a forum for serving teachers to keep abreast of the latest advances in specific subjects;
· to create the culture of learning and self improvement amongst lecturers;
· to provide opportunities to further widen the knowledge to pursue research studies;
· to introduce and enlighten them on new methods and techniques of imparting knowledge so that the participants can in turn develop their own innovative models of teaching.
As far as eligibility is concerned, participation in an orientation programme is a pre-requisite for admission to refresher course. A gap of one year is required after it. Also, there should be a minimum gap of one year between two refresher courses. A refresher course may be permitted even during teacher fellowship provided the refresher course is in the subject, which is relevant to the teacher’s research and no extension in the teacher fellowship is sought for on this ground.
In case sufficient number of candidates is not available in a particular subject with a particular ASC in a specific subject, it may exchange participants with another ASC, which has been allotted the same subject by the UGC so as to ensure the optimum number of participants in a course. All subject refreshers are to be conducted through the UGC-ASCs and UGC-RCCs. While organizing refresher courses, the faculties of the concerned department are fully involved.
The department actually conducting the refresher course is responsible for evolving the course curriculum in consultation with the Director of the host ASC. The course coordinator contributes in preparing high quality course material after discussion and consultation with outside eminent experts and academician of repute. Thus, an up to date course curriculum and reading material is prepared, in pace with the advancements and development in the concerned subject. The course is so prepared that the content has essential percentage of core material in the subject discipline along with the required percentage of areas of emergence and priority, essential laboratory and practical component, computer application with relevant advancement to the subject discipline.
At the end of the refresher course the participants who have got the required grades, successfully completing the course are awarded the course certificate duly endorsed with the grade acquired.
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