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Induction Process 2
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From chandni mehta
Induction is a necessity for future performance of the new employee or even for existing employees who are transferred to other functional areas. It is absolutelyvital for new starters. Good induction training ensures new starters are retained,and then settled in quickly and happily to a productive role. It’s more than skillstraining and is about the basics that seasoned the employees i.e what the shifts are,where the notice-board is, what is the routine for holidays, sickness, where's thecanteen, what's the dress code. New employees also need to understand theorganization's mission, goals, values and philosophy, personnel practices, healthand safety rules, and of course the job they're required to do, with clear methods,timescales and expectations.Induction includes an orientation about the company, the various department products and services along with a formal introduction to all staff and an overviewof job roles. It is therefore important to plan an appropriate induction programs asit also marks the beginning of the employer-employee relationship. Induction is amust in every organization. In fact there are many companies that do not allow newrecruits to take up responsibilities without attending the induction session.On the point of values and philosophy, induction training offers a wonderful earlyopportunity to establish clear foundations and expectations in terms of ethics,integrity, corporate social responsibility, and all the other converging concepts inthis area that are the bedrock of all good modern responsible organizations.
The guidelines to design the prefect induction program:
1.Induction should be flexible and employee centric.
2.
Draw a plan on whom to involve in the induction (like HR, HODs, etc) andform them accordingly.3.Employ a range of communication techniques like group discussion and presentations (Power Point/overheads/slides) as part of the training process.
4.
The HR team usually handles the initial paper work like giving details aboutthe company its history office locations, business operations, products andservices, departments and their functionality, hierarchy company policiesand procedures and a write up explaining the job profile, responsibilities andaccountabilities of the new employee.
5.The HOD/senior colleagues can provide an in-depth insight of the respectiveemployee’s job and responsibilities, how the role fits into the team and the business as a whole set performance standards and targets and identifytraining requirement, if needed.6.Give the new recruits sufficient time at least two-four weeks to settle downand know the job and how to be done.7.Maintain a performance tracking book and minutes of other regular meetings.8.Try not to overload the employees with too much information.
9.
Have a follow up appraisal to sort out any queries that they may have.10.Ensure that all new recruits are given a positive message and consistentinformation. The new recruits should be made to feel welcome and accepted.11.Before the candidate reports keep essentials like entry passes and a work station along with a working computer, phone, and other required stationaryready.
12.
Other methods clued furnishing employees with an induction manual, giving pre-employment information packs including staff handbooks with anoutline of the initial programs, offers of pre-employment visits and guided of the company.
The induction coordinator has the followingresponsibilities:
INDUCTIONPROCESS
Report on progress &provide feedback tothe HR departmentDevise a program tomeet therequirements of theHR Department. &Meet regularly withthe new employees toreview progress &identify outstandingEnsure allarrangements havebeen made
Indicators of an effective induction program include:
An actively supportive and closely involved supervisor or manager.
Accountability, ensuring induction occurs.
Professional development and learning planning being part of the induction process.
Tailoring to the needs of the new staff member.
New staff members taking a proactive role in their own induction.As with any type of training, it is vital to review and seek feedback after inductiontraining.
It is useful to evaluate induction programs, to identify aspects that could be improved and ensure that the process is continually improved.Organizations need to analyze overall feedback results from new starters, to beable to identify improvements and continuously develop induction training planning. Feedback is also taken from staff that helps to provide the inductiontraining for new starters with a positive feedback and constructive suggestions.
The benefits of induction programs are vast and include:
It gives information about the skills and knowledge required for the job.
Induction aids first time managers in a new industry to settle confidently andeasily into the new role.
Increased retention of newly hired employees.
Improved employee morale and increased productivity.
A properly crafted induction program will save time and money in the longrun. Money that might have ended up being spent on covering absences andhiring replacements if induction isn't done well.
Integrates newcomers into their working environment quickly and makesthem productive.
It makes the employees feel welcomed and valued, and gives them a positiveimpression of the organization.
It helps minimize employee turnover and recruitment costs.
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Employee Induction in an Organization
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| Category: | Uncategorized. |
| Rating: | (2 Ratings) |
| Upload Date: | 07/31/2009 |
| Copyright: | Attribution Non-commercial |
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