Hr Case 5.1 and 5.2

Case 5.1 (1.2.3)

Differences

• The Sun Microsystem starts its orientation program from a video game while in EI Paso Corporation; they have simple way of orientation.

• In the sun Microsystem, new employee gets all information related to company on his first day through the welcome video from the CEO. But in EI Paso Corporation, the new employee gets all the information about the company after a month.

Similarities

Both the company’s sun microsystem and EI Paso Corporation were similar in nature before changing its orientation program. In Sun Microsystem, first day new employee has to full fill paper work and in EI Paso Corporation, a new employee has nothing to do.

On boarding means the organizational socialization which includes formal meetings, training, lectures, videos and printed material etc. that helps new employees to adjust in their job easily. So I think in these cases, a formal meeting, face to face socialization with other employees, rules and regulation of the company should be described on the first day of the new employee. All these issues are missing.

Sun microsystem’s approach is very good because from the very first day, new employee gets all information about the company by playing the video games, connects with the other employees through social networking sites and full fills all his paper work online. It’s a good approach because they believe orientation should start the moment a person is hired and continues until the person is productive.

Case 5.2 (1.2.3.)

The top managers are considered fit to involve in leadership leverage because of their continuity and cultural fitness in the organization. The program took five year time. It’s a long time period to get the end point. The timings vary because they build tiered leadership competency model and analysis the competency of individuals also, identify the high potential talent, and assess the talent, develop individual high...