HRM - Induction
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This document defines induction as the planned introduction of new employees to their jobs, coworkers, and organization. It discusses the objectives of induction programs which include informing employees about company mission/objectives, employment terms, stimulating interest, and clarifying job roles/responsibilities. The importance of induction is to help new employees settle into their jobs smoothly, form a base for future training, reduce costs from recruitment/selection, and integrate employees into teams. The document outlines common components of induction programs and who should be inducted.
HRM - Induction
- 2. RAJESH SHETTY 47. SAVIO FERNANDES 11. Presented By INDUCTION
- 3. First developed in early 1970’s in the U.S. Next to Selection and Placement. Brief introduction about the organization. Rehabilitated in the changed surroundings. Welcoming Process. Also called Orientation programme. Used by prominent Indian companies like Taj group of Hotels, Citibank, HUL, P&G and many more. Meaning
- 4. Planned introduction of employees to their jobs, co workers and the organization. The process of receiving and welcoming an employee when he first joins a company and giving him the basic information he needs to settle down quickly and happily and start work. - Michael THE Definition
- 5. Objectives To intimate them about the Mission, Aims and Objectives of the Company. To general information about terms and conditions of employment.. To Stimulate Interest. Provides Information. To give a clear understanding of their roles and responsibilities. Minimizes reality shock. To Communicate the details of the job requirements
- 6. Importance Settling smoothly of the new employees in the job. A well developed and organized induction will form a base for future training and development. Can save high cost of recruitment and selection. Results in integration of the new employees with the team.
- 7. New Employees. All Staff including:- Full time. Part time. Specific Groups. WHO SHOULD BE INDUCTED ?
- 8. Explain the company culture Clarify policies such as leave (sick, holiday and special) Pay (how often and how - cash, cheque or direct deposit) Breaks, hours of work and overtime policies. Workplace Health & Safety overview. Company hierarchy, and where the new staff member fits in Components of an induction programme
- 9. Procedure/Process First Step Second Step Third Step Fourth Step Fifth Step
- 10. Line manager/supervisor HR Safety officer Section supervisor or a nominated colleague Senior manager(s) and/or HR Training officer (or line manager Company representatives from trades unions, sports and social clubs, etc Mentor or 'buddy' People involved
- 11. Interactive Tailored Well Structured Well delivered Key elements to Good Induction Programme
- 12. METHODS Of INDUCTION Formal or Informal Induction Individual and Collective Induction Serial and Disjunctive Induction
- 13. ADVANTAGES Creates favorable impression on employees. Creates favorable impression of the organization. Reduces labour turnover and absenteeism. Exposure to all areas of the organization. Anxiety, confusion can be removed through proper induction. Develops good public image.
- 14. What happens without an effective induction programme Poor integration into the team Low morale, particularly for the new employee Loss of productivity Failure to work to their highest potential. Additional cost for recruiting a replacement Wasted time for the inductor Lowering of morale for the remaining staff Damage to the company's reputation
- 15. Induction need not be an elaborate exercise, but it must be thought out in advance, carried out in a timely and careful manner and evaluated to ensure that it meets the needs of the organisation and the employee. The benefits of a good induction programme are a more settled employee, a more effective response to training, lower staff turnover and improved communications and relationships generally. CONCLUSION
- 16. THANk YOU
Editor's Notes
- #15: Priyesh