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Vijay

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The document discusses employee induction and orientation programs. It provides details on objectives, types, and best practices for induction programs. Specifically, it outlines induction programs for Maruti Udyog and Standard Chartered Bank in India. It notes that the goal of induction is to help new employees feel welcome and supported by assisting them to understand the company culture and values. Effective induction programs are systematic, provide necessary information to new hires, and involve HR, management, and subject experts.

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INDUCTION AND ORIENTATION
Orientation “Orientation is a systematic and planned introduction of employees to their jobs, their co-workers and the organization.”
EMPLOYEE INDUCTION PROGRAMME: IN INDIAN COMPANIES 1.MARUTI UDYOG : The company customises its initiation programmes to suit the profile of the new recruit. For engineers, the programme is offered in for parts: (1) familiarise with various functions and meet division heads (2) work on shop floor (3) Work at various other departments (4) work finally in departments for about 2 months ,where they will eventually work.
2. Standard charted bank : The management trainees are picked from premium B- Schools and undergo induction training for about 6 months. During this period, the trainees spend time in the various divisions of the bank to get holistic view of the banks operations, and get a chance to meet each of the banks business heads. A two day session dedicated to team building is also conducted thereafter. After taking charge of the job, the new recruits have to attend a review session about the job itself.
OBJECTIVES  To help new staff form positive first impressions, that he/she belongs to the company, feels welcome and supported;  To assist in understanding the culture and values;  To improve staff efficiency, work standards, revenue and profits;  To improve staff morale
Why Induction/Orientation  Accommodating employees  Becoming Insider  Overcoming employee anxiety  Overcoming reality shock  Reducing employee turnover
What to Induct/ Orient  A current organization chart of the company  Map of facility  Key terms unique to industry, company and the job  A copy of company’s policy hand books  List of benefits  Telephone numbers and location of key people and operations  Sample copies of the company’s publications etc.
Types of orientation programme  Formal and Informal Orientation  Individual and Collective Orientation  Serial and Disjunctive Orientation
FORMAL VS. INFORMAL ORIENTATION Formal Orientation Informal Orientation Formal orientation has a structured programme. In informal orientation employees are directly put on job. Formal programme helps a new hire in acquiring a known set of standards Informal programme promotes innovative ideas. Choice depends on management’s goals.
Individual vs. collective Orientation Individual Collective Individual orientation preserves individual differences. Individual orientation is expensive and time consuming. collective orientation is likely to develop homogenous views. Collective orientation is less time consuming. smaller firms go for individual programmes. Large firms normally have collective orientation.
Serial vs. disjunctive Orientation Serial Disjunctive An experienced employee inducts a new hire in case of serial orientation. In case of disjunctive orientation new hire do not have predecessors to guide them. Serial orientation maintains traditions and customs. Disjunctive orientation produces more inventive employees.
WHO SHOULD CONDUCT OR BE ACTIVELY INVOLVED IN AN EMPLOYEE INDUCTION  Members of HR  Members of management  Experts in Specific fields
INDUCTION PROCESS
REQUISITES OF AN EFFECTIVE PROGRAMME  A systematic plan should be followed.  A check list of points to be included in induction should be prepared.  An induction booklet should be provided.  Anyone who is promoted or transferred from one job to another should also be inducted.  The aim should be to convey a clear picture of the working of the organisation.
Problems OF ORIENTATION 1. Busy or Untrained supervisor 2. Too much information 3. Overloaded with paperwork 4. Given menial tasks 5. Employee thrown into action soon 6. Wrong perceptions of employees
HOW TO MAKE INDUCTION PROGRAMME EFFECTIVE  Feed forward of the possible problems and solutions  A warm and friendly welcome will reduce the possible problems  Involvement of Top Management  Determination of Information Need of the new employees  Planning the presentation of information  A phased induction programme would place the new employee at ease
Conclusion Therefore, we may say that induction and orientation play pivotal role in success of an organisation by acquainting a new employee to the new environment, rules and regulations which in turn helps in better performance.
Vijay

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Vijay

  • 2. Orientation “Orientation is a systematic and planned introduction of employees to their jobs, their co-workers and the organization.”
  • 3. EMPLOYEE INDUCTION PROGRAMME: IN INDIAN COMPANIES 1.MARUTI UDYOG : The company customises its initiation programmes to suit the profile of the new recruit. For engineers, the programme is offered in for parts: (1) familiarise with various functions and meet division heads (2) work on shop floor (3) Work at various other departments (4) work finally in departments for about 2 months ,where they will eventually work.
  • 4. 2. Standard charted bank : The management trainees are picked from premium B- Schools and undergo induction training for about 6 months. During this period, the trainees spend time in the various divisions of the bank to get holistic view of the banks operations, and get a chance to meet each of the banks business heads. A two day session dedicated to team building is also conducted thereafter. After taking charge of the job, the new recruits have to attend a review session about the job itself.
  • 5. OBJECTIVES  To help new staff form positive first impressions, that he/she belongs to the company, feels welcome and supported;  To assist in understanding the culture and values;  To improve staff efficiency, work standards, revenue and profits;  To improve staff morale
  • 6. Why Induction/Orientation  Accommodating employees  Becoming Insider  Overcoming employee anxiety  Overcoming reality shock  Reducing employee turnover
  • 7. What to Induct/ Orient  A current organization chart of the company  Map of facility  Key terms unique to industry, company and the job  A copy of company’s policy hand books  List of benefits  Telephone numbers and location of key people and operations  Sample copies of the company’s publications etc.
  • 8. Types of orientation programme  Formal and Informal Orientation  Individual and Collective Orientation  Serial and Disjunctive Orientation
  • 9. FORMAL VS. INFORMAL ORIENTATION Formal Orientation Informal Orientation Formal orientation has a structured programme. In informal orientation employees are directly put on job. Formal programme helps a new hire in acquiring a known set of standards Informal programme promotes innovative ideas. Choice depends on management’s goals.
  • 10. Individual vs. collective Orientation Individual Collective Individual orientation preserves individual differences. Individual orientation is expensive and time consuming. collective orientation is likely to develop homogenous views. Collective orientation is less time consuming. smaller firms go for individual programmes. Large firms normally have collective orientation.
  • 11. Serial vs. disjunctive Orientation Serial Disjunctive An experienced employee inducts a new hire in case of serial orientation. In case of disjunctive orientation new hire do not have predecessors to guide them. Serial orientation maintains traditions and customs. Disjunctive orientation produces more inventive employees.
  • 12. WHO SHOULD CONDUCT OR BE ACTIVELY INVOLVED IN AN EMPLOYEE INDUCTION  Members of HR  Members of management  Experts in Specific fields
  • 14. REQUISITES OF AN EFFECTIVE PROGRAMME  A systematic plan should be followed.  A check list of points to be included in induction should be prepared.  An induction booklet should be provided.  Anyone who is promoted or transferred from one job to another should also be inducted.  The aim should be to convey a clear picture of the working of the organisation.
  • 15. Problems OF ORIENTATION 1. Busy or Untrained supervisor 2. Too much information 3. Overloaded with paperwork 4. Given menial tasks 5. Employee thrown into action soon 6. Wrong perceptions of employees
  • 16. HOW TO MAKE INDUCTION PROGRAMME EFFECTIVE  Feed forward of the possible problems and solutions  A warm and friendly welcome will reduce the possible problems  Involvement of Top Management  Determination of Information Need of the new employees  Planning the presentation of information  A phased induction programme would place the new employee at ease
  • 17. Conclusion Therefore, we may say that induction and orientation play pivotal role in success of an organisation by acquainting a new employee to the new environment, rules and regulations which in turn helps in better performance.

Editor's Notes

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