our company is setting up on a journey of expanding to the east, then it presents a form of competition, as well as new opportunities for the people of the region to experience a new variety of automobiles. To the new market, there will be a little feeling of skepticism as to whether the company will deliver to their expectations, or there will be huge setbacks or even collapse. The market, on the other hand, sees the new hire orientation as an opportunity for the local people to get job opportunities, and for the creation of more job opportunities to the people in the region. To tailor the new hire orientation to the market, first, this process will seek on laying its emphasis on the employees more and not just about the company. By so doing, the employees will be very happy and productive when they are encouraged to make use of their signature strengths at work as supported by (Albrecht et al., 2015). Secondly, in this program, the expectations of the company will be communicated to the new employees, as well as their responsibilities clearly articulated to reduce turnovers and also gearing them to meet our targets as well as to communicate our services and products to the market as Messmer supports (2000).
According to the eastern market, they view the trainers, especially the experienced members of the company as a good source of new information from the western region. Many people see this relationship as very beneficial as new knowledge and skills are being brought into their market, as well as a new opportunity to get a taste of something they have not been experiencing. In the orientation process, the human resource is the ones responsible for the development and the implementation of the orientation program, with the managers ensuring that the employees are oriented amicably to meet the required standards (Dunn & Jasinski, 2009). In the delivery of the program, the new employees will be assigned their responsibilities and duties that are documented in the description of their positions. The new employees will also be introduced to the other people in their work units as well as the main stakeholders of the company. Lastly, the representative of the company management will give an overview of the company, and outline the functions and purpose of each department of the automobile company.
Since the company has natives of the eastern region already as employees of the company, the complexity of delivering the live orientation of the program will be eased. These employees will interact with the locals in a friendlier manner, answering any queries raised and reaching out to the locals in their dialect. For the communication about the company from the management representative, the same employees will offer translation services to the locals who will be having a problem to comprehend the message being delivered. It will make effective communication, as well as making sure everyone has been accommodated in the orientation program as highlighted by Dunn & Jasinski, (2009). Having local employees further ensures that they can relate to the new employees, understand their challenges, as well as tackling any issues that may arise regarding the working environment. These employees therefore can communicate any issues for proper action to be taken, or any adjustments are made to accommodate everyone in the company. They, therefore act as links with the locals, or the target market, with the management of the company in the eastern region as supported by