WELCOME

ORIENTATION:
TRAINING FOR NEW EMPLOYEES

PRESENTED
BY

MAIN OBJECTIVE:
The main objective of the study is to apprehend the
necessity of orientation training for new employees.

SPECIFIC OBJECTIVES:

To examine the importance of orientation in job

performance.
To see the extent of commitment impact on
employees turnover.
To see the effect of training on job performance and its
impact on employees turnover.

This term paper aims at studying perception of orientation

and impact of orientation and training for new employees
and the effective commitment and ultimately relationship
with employee turnover intentions. Data were collected
through structured questionnaire, organization visit, group
discussion, personal interview. Data has been collected
from Duch-Bangla Bank Ltd and IFIC Bank Ltd . The
reason to choose these sectors was that they frequently
provide orientation and training to their employees.

Phase- I:
In the first phase theoretical study was carried out to
understand the Orientation, factors associated with employees
orientation, its impact, perception of employees regarding
orientation and impact of orientation perceptions on affective
commitment and ultimately relationship with employee
turnover intentions.
Phase- II:
With the theoretical understanding some employees were
interviewed with selected questionnaire to know their
level of the perception of employees regarding orientation
and impact of training of the employees of Duch-Bangla
Bank Ltd and IFIC Bank Ltd. On effective commitment
and ultimately relationship with employee turnover
intentions and making human resources vital, useful and
purposeful.
Focus group discussions and personal discussions were
conducted with the target employees for the discussion in
connection with the impact of orientation perceptions on
affective commitment and ultimately relationship with
employee turnover intentions and the other issues.

Both primary and secondary data were used to reach a convincing result:
Primary Data:
Primary data were collected through:
Structured questionnaire.
Focus Group Discussion (FGD).
Personal Interview and Discussion.
Check-list.
Secondary Data:
Secondary data collected from the different organization by physical observation
and record review. The following records had been reviewed:
Personnel and Administrative Manual.
Job description and Annual report of both banks.
Training policies and procedure.
Physical observation from record.
Personnel Records.

Sl No.

Respondents Category

No. of respondents

1.

Management level staff

14

2.

Field level staff

06

Total

20

Flow Chart

Data Collection
Classification of Data
Tabulation of Data
Charting Data
Presentation of Data
Interpretation of Result

The study based on facts.

The secondary sources did not serve the very purpose of the study.
Some information presented in the report may be biased because
peoples tend to avoid their own limitation regarding their job.
As the report is not a comprehensive one, rather based on a single
facility of Duch-Bangla Bank Ltd and IFIC Bank Ltd. and also based
on a limited number of employees so any ultimate decision may not
be drawn about the whole organization training facility.
In some cases the organization was hesitate to share matters of their
policies for confidentially.
The physical observation revealed that in some cases the respondents
were not sincere of fully aware of the questions asked, which might
lead to certain level of biases.

Orientation and training programs are important

components in the processes of developing a committed
and flexible highpotential workforce and socializing new
employees.

By doing Orientation programs Banks find out improve

the rate at which employees are able to perform their jobs
but also help employees satisfy their personal desires to
feel they are part of the organizations social fabric.

Orientation introduce employee to the work environment.

It helps for skill development and increase productivity.

Gain feeling of belonging and create a positive impression

of the employees.

Most importantly it makes new employees feel part of a

group.

Bank mainly use on the on job training process.

Sometimes they use job rotation and mentoring technology
when they introduce new programs or facilities.

Lack of playing active role of Managers in the orientation

program of their employees.

Adequate and standard orientation program increase

employee commitment and decrease employee turnover.

Employees can be more motivated by the orientation.

Finally every employee is positive about the job

orientation and training. It can improve their moral about
job satisfaction and reduce turnover rate.

The results of this study show significant differences in the

understanding of the topic before and after new employee orientation.
New employee orientation training is an important venue for
addressing organizational beliefs on quality.

Organizations should continue to address quality in new

employee orientation training.

Bank should provide more facilities for the employees in orientation

program to make them satisfied.

Training process can be modified. While doing the job a coach can be
provided to constantly monitor the work and make corrections on the
spot, if needed.

Only the training cant develop an employees performance.

Employees personal problem also hampers the performance. So its
better to take care of their personal problems, if possible. It will make
the employees loyal to the bank.

Working Environment: The organization may ensure a very good

working environment. Thus the employee turnover reduces.

Training Facilities: The organization may ensure training facilities

for all employees so that they can serve better to the customer.

The bank has an integrated HR plan. Their manpower ratio is

satisfactory for smooth and quality services to the potential customers.
In spite of good HR plan, the bank should follow trend analysis for
forecasting HR needs to retain standard customer services.

Any Question?

THANK YOU