Planning language aware orientation
Instructions for planning the orientation for new language-learning employees.
HR, management, supervisors, employees in charge of orientation.
Reserve time to consider language issues in planning the orientation.
Helps understand the language support required in orientation.
Different guidance situations at the workplace, such as onboarding or work placement, are crucial for professional language development. Orientation situations are a natural opportunity for developing language proficiency, especially for tasks where the working language will be Finnish. However, orientation situations do not automatically develop language proficiency: if the employee is not allowed to participate or if language is disregarded during orientation, the employee's language proficiency may not benefit.
To ensure that orientation includes and serves language learning as well as possible, the employee in charge of the orientation should do it with language awareness. Ensure that the following steps are considered in the orientation:
At the core of language aware guidance and orientation is an awareness of the languages used in the workplace and the various work tasks, and what kind of linguistic expertise these scenarios require. Does the work involve working with professionals in their own field, or communicating with clients and stakeholders? Does it involve providing advice and guidance to customers, for example? Are interactions predictable and can they be practiced in advance, or are surprising scenarios part of the job description?
The induction material should use clear language and provide linguistic models for common or potentially challenging work scenarios. For the sake of clarity, it may be advisable to avoid metaphors in the orientation material, for example when discussing company values and the foundation of the organisation.The induction material should use clear language and provide linguistic models for common or potentially challenging work scenarios. For the sake of clarity, it may be advisable to avoid metaphors in the orientation material, for example when discussing company values and the foundation of the organisation.
Assessing the employee’s language proficiency as early as before orientation may be useful. In a best-case scenario, the employee’s language proficiency is almost at the level required by the job.
Defining linguistic objectives for the orientation in accordance with the learner’s language proficiency level and the linguistic demands of the job may be useful. Linguistic objectives related to supporting language learners may be extended to their Finnish-speaking colleagues. The objectives for different language levels may include:
| A1 | participating in Finnish-language communications at the workplace in the role of an observer |
|---|---|
| A2 | participating in Finnish in routine scenarios |
| B1 | participating in Finnish professional discussions |
| B2 | following and participating in complex communication situations |
| C1–C2 | adapting communication to the recipient’s needs, supporting language learners |
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©2024 Johanna Komppa, Eveliina Korpela, Lari Kotilainen, Salla Kurhila ja Inkeri Lehtimaja
Miten suunnitellaan kielitietoinen perehdytys, elokuu 2024, jonka tekijät ovat Johanna Komppa, Eveliina Korpela, Lari Kotilainen, Salla Kurhila ja Inkeri Lehtimaja, on lisensoitu Creative Commons Nimeä 4.0 Kansainvälinen -lisenssillä. Materiaali on saatavilla osoitteessa kielibuusti.fi.