Abstract
Problem statement: Organization must constantly expands their knowledge, skills and behavior to meet customer need and compete in today’s demanding and rapidly changing business environment. As there are many foreign company in Indonesia, this research is attempt to understand how the Japanese ownership companies in Indonesia makes its new comer orientation training program differ with original Indonesian company. Approach: The research is qualitative research using case study research by interviewing General Manager and Human Resources manager in Company in Indonesia. Case study research excels at bringing us to an understanding of a complex issue or object and can extend experience or add strength to what is already known through previous research. Results: Different perspective on valuing employee and the different characteristic in the ownership of the company has given different style on its orientation training for new comer and reflected in its content of the training. Finally, new comer orientations can result in different effects. Most Japanese Company has more structures and formal orientation training for new comer than Indonesian Company. The higher the level of Japan ownership, the more the orientation are aim to provide new comer with fundamental philosophy and basic thinking of the company. They are preparing new comer to have the right attitude, knowing the basic rules and regulations. Conclusion: The contribution of this study is to gain deeper understanding from different points of views on new comer orientation training program by studying case studies in 4 companies located in Indonesia. A formal and structured new comer orientation program can reduce the turnover rate, give stability for human resources assurance and win the competition in the market. Indonesian companies will in the future trying to match with others company who’s think their employee as an assets. Employee will more willing to work and contribute in the company which put employee education as an important stuff for employee because employee will able to gain more competency rather than just contributing to the company.
Highlights
There are some commonly cited objectives ofThe first initial training and development effort in the organization is orientation for new employee that informs them about the organization, the job and the people they will be working with
Orientation program can play critical role during socialization by providing new comers with a variety of important information (Anderson et al, 1996) and considered an important psychological process that the majority of newcomers or new hires in organizations are required to go through in order to successfully adjust to their new environment
Orientation programs include the following (Feldman, 1981): reduce the newcomer’s stress and anxiety, reduce startup costs, reduce turnover, reduce the time it takes for the newcomer to reach proficiency, assist the newcomer in learning the organization’s value, culture and expectations, assist the newcomer in acquiring appropriate role behaviors, help the newcomer adjust to the study group and its norms and encourages the development of positive attitudes
Summary
The first initial training and development effort in the organization is orientation for new employee that informs them about the organization, the job and the people they will be working with. New employee orientation programs differ from one company to the others. It is depend on the need of Corresponding Author: Wen-Chih Liao, Department of Business Administration, National Taiwan University of Science and Technology, Taipei City 106, Taiwan. Social aspect factor are many foreign company in Indonesia, this research is of socialization tactics would have the most significant attempt to understand how the Japanese ownership and positive effect on the newcomers’ affective companies in Indonesia makes its new comer orientation training program differ with original Indonesian company
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