Advancing in the computer technology is the key to the higher popularity of workplace and work hour flexibility.

Through telecommuting and virtual work office, people will be able to get their jobs done in a very timely manner from their home or any location. To strategically help emphasize result orientation and increase overall effectiveness and efficiency in the global arena, more companies begin to implement the concept of flexi – place and flexi – hour (60, 1998). Mr. Bonnie Hathcock, Vice President for Human Resource and Development for US Airways said that a number of work hours became less significant as the main focus was shifted to performance and outcomes (HR, 1998).

Second, the globalization of business will be more apparently seen in the near future since a number of com

In order for personnel planning to be carried out effectively and efficiently, it should begin with the three following sets of consideration. First, the process in which job analysis and job design are being performed must be closely monitored. Different methods of performing job analysis include the functional job analysis, the position analysis questionnaire (PAQ), the critical incident method, and computerized job analysis. Second, results of the analysis must be carefully evaluated and finalized. Last, when applying job analysis information into writing the above four pieces of documents, needs and interests of owners, management, employees, and sometimes customers must be carefully taken for consideration. This is to help ensure the existence of win - win relationships among them. Without effective job analysis and job design, personnel planning, recruitment and selection cannot be carried out effectively.

Second, the organizations must obtain some information about new employees and distribute it to each area in the organization through emails, memos, or newsletters. This is purposely done to make current employees aware that there is a newcomer on board. When the employees become more informative about newcomers in terms of their hobbies, interests and background, it is easier for them to go out of their way and extend a welcome. To be able to acclimatize into the new work environment is one of the most difficult obstacles for a newcomer. Third, for an orientation program the best as possible, the top management should take part in the orientation program by personally welcoming new employees. That’s simply a way to tell them how valuable they are to the organizations. This involvement on the part of the top management will help newcomers to feel better about the corporate culture and the new jobs. In reality, very few top management is making that a priority. Forth, regardless of the number of newcomers, it would be strategically nice if a welcome reception or party can be organized for those newcomers on their first day to celebrate their decision to join the organization. Fifth, the orientation program should include the organization’s rules, policies, values, corporate culture, plans and expectations. The responsible departments should spend some time to review these with new employees to show how they work in the real world and try to make them as comfortable as possible. Sixth, the new employees should be taken around the building so that they know where everything is, including cafeteria, meeting rooms, restrooms, etc. The organization should also get them to absorb the corporate culture a little more and show them how they can fit into each function of that department. Seventh, the organization needs to plan on when to take new employees to visit each of the departments, they will be working in. There can be a few visits a day and they should be done in the morning. The afternoon time should be opened up freely for them to get accustomed to the new work environment themselves. This could last about one or two weeks. Eighth, the organization should ensure that the workplace is kept clean and inviting on a daily basis. All the tools and equipment, such as computers, telephone, stationery, and supplies should be ready for use right on the first day of jobs. New employees should be informed in advance what the organization expects of them. Ninth, the organization should involve as many managers and employees as possible in the orientation process. This will help newcomers to be familiar with names and faces and develop relationships with those people in a timely manner. Tenth, it is recommended that a buddy system be used, getting each newcomer to be paired with one of your current employees. This way, newcomers are able to get all their questions answered with the help of their buddies. The buddy system is an effective way to acclimatize newcomers into their new work environment. Last,

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