Employee orientation programs introduce new employees to a job, supervisor, coworkers, and organization. Orientation programs typically begin after a newcomer has agreed to join an organization, frequently on the individual’s first day at work. One of the most important elements of an effective orientation experience is frequent interaction between newcomers and their supervisors, coworkers, and other organization members.

A supervisor plays a pivotal role in the orientation process, serving as both an information source and a guide for the new employee. The supervisor can help a newcomer overcome feelings of anxiety by providing factual information, clear and realistic performance expectations, and by emphasizing the employee’s likelihood of succeeding in the organization. Newcomers to an organization view interactions with coworkers— like the providing of support, information, and training—as particularly helpful in their socialization.

The primary role of the HRD staff in new employee orientation is to design and oversee the orientation program. This may include producing materials and, in some cases, conducting parts of the orientation program. The newcomer should be encouraged to play the lead role in the orientation process by being an active learner. Adult learners should be comfortable seeking out information that is relevant to the goals they are trying to achieve. Many issues must be considered when designing an orientation program.