Induction and Orientation How to Design Induction Programs and Execution How to Design on the Job Training Programs

and Monitoring How to evaluate effectiveness of Induction and on the Job Training Programs Probation Confirmation and HR Role Team Management Skills Understanding What is a Team Understanding Team Development Stages What is your Team Membership Orientation How to improve your effectiveness as Team Member What is Team Leadership Understanding my Orientation SOME HR-PROJECTS TITLES FOR YOUR REFERENCE * Stress Management * Job Satisfaction * Employee Motivation * Quality of Work Life * Training and Development * Recruitment Life Cycle * Recruitment and Selection * Human Resource Development * Employee Engagement * Performance Appraisal * Compensation Management

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Explanation of Induction and Orientation

13.2.10 admin No comments

PREFACE
Concepts we build by studying theory in classroom, & dimensions while observing & analyzing the business activities in real world practical and research work on business studies is an integral part of MBA program. To become an expert and to understand all concerning issues only theoretical knowledge does not provide a concrete base. Research work, report writing, term reports are also considered a significant tasks along with theoretical knowledge therefore we were assigned report on Orientation. This report is basically the result of our work and it plays an important role to strengthen the ethics of professionalism. By completing our report, we have gained lot of practical knowledge about the Orientation programme of any firm.

Introduction And Background:

Orientation is the process of acquainting new employees with the organization. Orientation topics range from such basic items as the location of the company cafeteria to such concerns as various career paths within the firm. It is defined as Orientation is a process designed to familiarize new associates with the broad mission and function of the organization so the new employee/volunteer sees his or her job as an important part of the mission. It can reduce start-up time, create enthusiasm, minimize anxiety, clarify performance expectations, save supervisory time, and reduce turn over. Orientation can also be an important step in determining future training needs.

Successful employee orientation is an ongoing process that helps the new person become a valuable part of the organization. Orientation can help ensure that all new employees have an equal chance to succeed. And employees are more likely to succeed if they understand their responsibilities and rights. First impressions are lasting impressions. Think back, do you remember the first day on the job? The most lasting impressions about an organization are formed early, within the first few months. Most new employees are nervous about beginning a new job. The Welcome Phase should be used to reduce the employees' anxieties so that they can begin to learn. It is hard to learn about your new job and organization when you are feeling unsure about what you have gotten yourself into. Poor orientation of new employees can cost you dearly. Those who don't start right don't tend to stick around long, either. High staff turnover means you must recruit, train and orientate new staff all over again. Staff turnover also takes a high toll on the morale of those who do stay behind. Socialization is a process through which a new recruit begins to understand and accept the values, norms and beliefs held by others in the organization. HR department representatives help new recruits to internalize the way things are done in the organization. Orientation helps the newcomers to interact freely with employees working at various levels and learn behaviors that are acceptable. Through such formal and informal interaction and discussion, newcomers begin to understand how the department/ company is run, who holds power and who does not, who is politically active within the department, how to behave in the company, what is expected of them, etc. In short, if the new recruits wish to survive and prosper in their new work home, they must soon come to know the ropes. Hence we can say that induction or orientation or socialization is the process through which a new employee is introduced to the job and the organization. In the words of Armstrong, induction is 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 start work.

New hire orientation signals the end of the recruitment/selection function and the beginning of the retention process. Orientation starts what we call delivering the promise the promise of what was sold to the employee during the recruitment stage

Objectives of Induction/Orientation:
Induction Serves the Following Purposes: a. Removes fears: A newcomer steps into an organization as a stranger. He is new to the people, workplace and work environment. He is not very sure about what he is supposed to do. Induction helps a new employee overcome such fears and perform better on the job. The job, its content, policies, rules and regulations. The people with whom he is supposed to interact. . The terms and conditions of employment. b. Creates a good impression: Another purpose of induction is to make the newcomer feel at home and develop a sense of pride in the organization. Induction helps him to: Adjust and adapt to new demands of the job. Get along with people. Get off to a good start. Through induction, a new recruit is able to see more clearly as to what he is supposed to do, how good the colleagues are, how important is the job, etc. He can pose questions and seek clarifications on issues relating to his job. Induction is a positive step, in the sense, it leaves a good impression about the company and the people working there in the minds of new recruits. They begin to take pride in their work and are more committed to their jobs.

c. Act as a valuable source of information: Induction serves as a valuable source of information to new recruits. It classifies many things through employee manuals/handbook. Informal discussions with colleagues may also clear the fog surrounding certain issues. The basic purpose of induction is to communicate specific job requirements to the employee, put him at ease and make him feel confident about his abilities. Need for Induction 1. When a new employee joins an orgainisation, he is a stranger to the organization and vice versa. He may feel insecure, shy and nervous in the strange situation. He may have anxiety because of lack of adequate information about the job, work procedures, organizational policies and practices, etc. Frustration is likely to develop because of ambiguity In such a case, induction is needed through which relevant information can be provided; he is introduced to old employees and to work procedures. All these may develop confidence in the candidate and he may: start developing positive thinking about the organisation. 2. Effective induction can minimize the impact of reality shock some new employees may undergo. Often, freshers join, the organization with very high expectations, which may be far beyond the reality. When they come across with reality, they often feel shocked. By proper induction, the newcomers can be made to understand the reality of the situation. Every organisation has some sort of induction programme either formally or informally. In large organisations where there are well-developed personnel funcions, often induction programmes are undertaken on formal basis, usually through the personnel department. In smaller organisations, the immediate superior of the new

employee may do this.

Designing an Induction Programme

Steps in Induction Programme The HR department may initiate the following steps while organizing the induction program: Welcome to the organization Explain about the company. Show the location department where the new recruit will work. Give the companys manual to the new recruit. Provide details about various work groups and the extent of unionism within the company. Give details about pay, benefits, holidays, leave, etc. Emphasize the importance of attendance or punctuality. Explain about future training opportunities and career prospects. Clarify doubts, by encouraging the employee to come out with questions. Take the employee on a guided tour of buildings, facilities, etc. Hand him over to his supervisor.

Placement After all the formalities are completed, the candidates are placed on their jobs initially on probation basis. The probation period may range from three months to two years. During this period, they are observed keenly, and when they complete this period successfully, they become the permanent employees of the

organization. After a candidate is selected for employment, he is placed on the job. Initially, the placement may be on probation, the period of which may range from six months to two years. After selecting a candidate, he should be placed on a suitable job. Placement is the actual posting of an employee to a specific job. It involves assigning a specific rank and responsibility to an employee. The line manager takes the placement decisions after matching the requirements of a job with the qualification of a candidate. Most organizations put new recruits on probation for a given period of time, after which their services are confirmed. During this period, the performance of the probationer is closely monitored. If the new recruit fails to adjust himself to the job and turns out poor performance, the organization may consider his name for placement elsewhere. Such second placement is called differential placement. Usually the employees supervisor, in consultation with the higher levels of line management, takes decisions regarding the future placement of each employee. Placement is an important human resource activity. If neglected, it may create employee adjustment problems leading to absenteeism, turnover, accidents, poor performance, etc. The employee will also suffer seriously. He may quit the organization in frustration, complaining bitterly about everything. Proper placement is, therefore, important to both the employee and the organization. The benefits of placements may be summarized thus as: Major Benefits of Proper Placement The employee is able to: Show good results on the job. Get along with people easily. Keep his spirits high, report for duty regularly. Avoid mistakes and accidents.

Conclusion: After a candidate is selected for employment, he is placed on the job. Initially, the placement may be on probation, the period of which may range from six months to two years. After successful completion of the probation period, the candidate may be offered permanent employment. Now we know why after the initial placement of the candidate on the job, his induction is necessary. Induction is a technique by which a new employee is rehabilitated into the changed surroundings and introduced to the purposes, policies and practices of the organization, employees job and working conditions, salary, perks, etc. In other words, it is the process of introducing the employee to the organization and vice versa.

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