Assessment of needs – this is important both from organisational (company, department, supervisors) and the employees perspective. What the employee needs to know and what they want to know often is not the same. The time (when ) of providing the information is also crucial. I tend to agree that employees preferences in this regard are often, let say, not prioritised.

Defining Goals– Needs analysis mentioned earlier leads to goals setting. The modular approach is mentioned in the context of different positions requiring different types of training (this resonated with as I planned to look at modular and bit-size learning options when designing my learning artefact).

Planning of Orientation Process – with the focus on various activities required prior to employment, during the first day and first week.

Providing learner control – authors refer here to some level of control over the flow of information and give an example of providing employees with the handbook or an interactive computer-based solution. This can be linked directly with the principles Andragogy, revolving around “the notion that adults learn best in informal, comfortable, flexible, non-threatening settings” (Knowles, 1990, p.54) where they could organise and self-direct their learning.

Flexibility, mechanisms for providing feedback and implementing updates – like with any process this should be continuously monitored reviewed and adapted to changing needs

Immersing Employees in company culture – important for the social aspect of the job. I prefer the term onboarding. to describe an aspect of induction interested in the socialisation rather that policies and procedures. It is close to a relational approach to induction, involving networking and providing employees with quick access to information (Carbery & Cross, 2013).

Mentoring new employees
In the following section, the best practices for various stages of orientation are discussed in more detail.
Authors also bring up the example of strategic orientation plan developed by some companies but unfortunately, there are no sources of that information stated.
While there is a bibliography at the end of the paper, no references can be found in the article text itself making it difficult to figure out where the source information came from.
This is a very basic introduction to Orientation and might be useful (but very simple) as an introductory step by step guide to orienting new employees.