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Induction

The document discusses employee induction, orientation, and socialization. It defines induction as the process of welcoming new employees and helping them feel comfortable in their new roles and with the organization. The objectives are to reduce employee fears and create a good impression. An effective induction program provides important information to employees, introduces them to facilities, policies, procedures and coworkers. It ensures new hires understand expectations and integrate smoothly into their roles and the organizational culture.

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kkv_phani_varma5396
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© Attribution Non-Commercial (BY-NC)
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1K views

Induction

The document discusses employee induction, orientation, and socialization. It defines induction as the process of welcoming new employees and helping them feel comfortable in their new roles and with the organization. The objectives are to reduce employee fears and create a good impression. An effective induction program provides important information to employees, introduces them to facilities, policies, procedures and coworkers. It ensures new hires understand expectations and integrate smoothly into their roles and the organizational culture.

Uploaded by

kkv_phani_varma5396
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Induction/

orientation/socialization
What is induction?
– “Induction is the welcoming process to make the new
employee feel at home and generate in him a feeling
of belongingness to the organization.”
» Edwin B Flippo
– ‘Orientation’ can be used to refer to a specific course
or training event that new starters attend
– ‘Socialization’ can be used to describe the way in
which new employees build up working relationships
and find roles for themselves within their new teams

• Induction is the process of acclimatizing an


employee to their jobs and the working environment.
Objectives
• Removes fears – integration into team

• Creates good impression – employer


branding

• Acts as a valuable source of information.


The Orientation Process
Company
Employee Benefit
Organization and
Information Operations

Personnel Employee Safety Measures


Policies and Regulations
Orientation

Daily Facilities
Routine Tour
– Information
• Orientation (physical) - describing where the facilities
are.
• Orientation (organizational) - showing how the
employee fits into the team and how their role fits
with the organization's strategy and goals.
• Health and safety information - this is a legal
requirement.
• Explanation of terms and conditions.
• Details of the organization's history, its products and
services, its culture and values.
• A clear outline of the job/role requirements.
Requisites of an effective
programme

• Prepare for new employees


• Determine information new employees
want to know
• Determine how and who to present
information
• Completion of paper work.
• Evaluation
What happens without an
effective induction
Programme?

• poor integration
• low morale
• loss of productivity
• failure to work to their highest potential
What happens without an
effective induction
Programme?

• additional cost for recruiting a replacement


• wasted time for the inductor
• lowering of morale for the remaining staff
• detriment to the leaver's employment record
• having to repeat the unproductive learning curve
of the leaver
• damage to the company's reputation.
Steps

Content

Socialization

Follow up
Induction programme :
Contents
• Organizational issues:
– History of the company
– Name and titles of the key executives
– Employees title and department
– Layout of physical facilities
– Probationary period
– Products/ service offered
– Overview of the production process
– Company policies and rules
– Disciplinary procedures
– Employees handbook
– Safety steps.
• Employee benefits:
– Pay scales, pay days
– Vacations, holidays
– Rest pauses
– Training avenues
– Counseling
– Insurance , medical, recreation, retirement
benefits
• Introductions:
– To supervisors
– To co-workers
– To trainers
– To employee counselor
• Job duties
– Job location
– Job tasks
– Job safety needs
– Overview of jobs
– Job objectives
– Relationship with other jobs
Induction process
• HR: cover the housekeeping aspects for a new starter such as completing
employee forms, taking bank details, explaining the induction programme. the
purpose and operation of any probationary period and the appraisal system
• Line manager/supervisor: explain the departmental organization, the
requirements of the job.
• Safety officer: explain health and safety issues.
• Senior manager(s) and/or HR: give an overview of the organization, its
history, products and services, quality system and culture.
• Training officer (or line manager): describe available training services, then
help to develop a personalized training plan. Provide details of other sources
of information during induction such as the company intranet or interactive
learning facilities.
• Company representatives from trades unions, sports and social clubs,
etc: give details of membership and its benefits.
• Mentor or 'buddy': sometimes nominated colleague provide an escorted
tour of the department and introduce fellow workers; then give day-to-day
guidance in local procedures for the first couple of weeks.
Steps
1. Welcome to the org.
2. Explain about the company
3. Show the location/department where the new recruit will work.
4. Give the company's manual to the new recruit
5. Provide details about various work groups.
6. Give details about pay, benefits, holidays leaves. emphasis the
importance of attendance and punctuality.
7. Explain about future training opportunities and career prospectus.
8. Clarify doubts by encouraging the employee to come out with
questions
9. Take the employee on a guided tour of buildings, facilities etc. hand
him over to his supervisor

http://www.northumberland.gov.uk/default.aspx?
page=3131#records
Problems of orientation
• Supervisor who is entrusted with the job is
not trained or is too busy
• Employee is overwhelmed with too much
information in a short time
• Employee is overloaded with forms to
complete
• Employee is given only menial task that
discourages job interest and company
loyalty
Examples of induction
programmes in different
•
organization
Adobe has created a desk cube displaying the Brand Beliefs. This
becomes a part of the new employee kit. During their first few days
employees go through the company orientation program about
Adobe’s history, vision, values, culture and business.
• Welcome to Adobe video is shown in which the employees talk about
the brand beliefs of Adobe
• In South West Airlines, one of the most successful examples of
Employer Branding, the CEO and other executives have luncheons
with new employees to monitor whether their work-related
expectations have been met. When this is not the case, corrective
action is taken to the fullest extent possible.
• http://www.dillonproductions.com/showcase/index.html#vodafone

• http://www.allbusiness.com/media-telecommunications/telecommunication
• http://www.ad-land.co.za/videos/induction-video-production-south-
africa.html

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