1) Employee orientation is handled differently in each organization. Let's talk about this in both the theoretical perspective as well as in practical terms. Here are a few questions to get started.

1. Should companies offer formal orientation programs for all new employees, or should they be designed and run by each individual supervisor, manager, or department head? (Support your answer.)

2. Explain some purposes for having employee orientations.

3. Give an example from your own experience of the first weeks on the job, either with or without an orientation program, and how you felt orientation helped you settle in (or, if you didn't have an orientation, how that impacted your view of that job).
Pick one or two of the above to get started, and we will discuss further throughout the week!

2) Review TCO 9 listed at the top of the page. Many of you may have or do work for an organization in which "career development" takes on a bit of a life of its own, and has a very invested HR department that assists with, motivates, and encourages employee career development.

Others of you may work (or may have worked) for an organization-where absolutely no career development occurs.
There is a dual mindset of how involved a company or HR should be in its employees' career development, but ultimately of course, a person needs to take responsibility for his or her own career options.

This week, let's focus on the multiple aspects by starting with these questions:

1. How important is career development to you?

2. How much do you want your HR department to involve itself in your career development?

3. How much, as a future HR person (if you plan to be one), would you want to be involved in your employees' career development?