induction v 2

8/8/2019 Induction v 2

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Induction refers to the activities involved in

introducing the new employees to the organization

and its vision-mission-values, and making them

aware of its policies, rules and regulation,processes, job responsibilities, procedures (SOP ±

Standard Operating Procedure), etc.



` Making the new employees aware and comfortableto the organization from all perspectives

` Developing the realistic expectations from theorganization

` Clarifying the job responsibilities and setting up theexpectation from the employees

` Build up a good relationships between newemployee, his superior and peers

` Thus, reducing start up cost to make theemployees productive



` WHAT SHOULD BE TOLD?

` WHO SHOULD TELL?

` WHEN TO BE TOLD?



ORG ANIZ ATION AL INFORMATION

History of the organization,size,structure,products and services ,location of departments and units, details of patents company,& subsidiaries etc.

Organizational goal and its objectives

Importance ± Employees know exactly with whom they are working.

PROCEDUR AL INFORMATION

Terms and conditions of employment

Disciplinary and grievance procedures

Safety & House Keeping procedures Rules on entering and leaving the premises.

Various Formats systems



JOB INFORMATION

A job description detailing the major tasks andaccountability of the job.

Details of any training which is involved.

Procedures for obtaining equipment, stationery, or tools

Administrative procedures of the organization safety &

house keeping activities A copy of relevant sections of an organisation chart as it isimportant to inform recruits not only of what they have todo but also why it is important and how it fits into thedepartment and organization.

PERSON A

L INFORMA

TION Personal policies and practices.

Employee¶s facilities and services.

For example ± how the salaries will paid etc.



TE AM INFORMATION

This aspect (Team Work) willprovide knowledge of all thosethings which will encourageemployees to integrate intoone working group. Thiscategory needs to cover the

informal as well as formalaspects of working life.



THE HUMAN RESOURCES DEP ARTMENT

Contracts of employment, administrative procedures of the organization,Leave administration, safety & house keeping activities etc.

They can also be responsible for passing on organizational and proceduralinformation.

THE IMMEDI ATE BOSS

Job responsibilities

Introduction to team mates to develop their working relationship.



All the necessary paperwork has beencompleted.

It includes bank details, Provident Fundorganizational and procedural information(Employee Hand Book) ,disciplinary andgrievance procedures etc.

Introduction to the peers with whom he/she willwork including the on job trainer .

D AYONE

Introduction to the job The complexity and length of the

departmental Inductionprogramme will vary accordingthe job.

IN THEDEP ARTMENT



After 8-12 weeks ± follow up induction to be carried out

` To assess if the desired result has been achievedthrough the attitude, behavior and performance of theemployees

` Close the gap identified (if any) and missed any thing

` Above two should done primarily based on taking thefeedback from the respective supervisors of the newemployees

`

The feedback from the new employees on the inductionis also taken.



` To create the initial impression very positive onemployees as it required for staff retention.

` Induction programmes assist the newemployees to know the basic information abouttheir terms and condition of employment,immediate working environment.

` Without such formal induction new employeemay take long time to adjust in new surrounding.



Whatever the size or resources of an organization,

Induction should be

` Part of a systematic plan

` Written down` Recorded at each stage as completed

` Constantly monitored

induction v 2

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