Hr Assignment-Induction Group Joseph, Gloria, Rachel and Sitembiso | Employment | Recruitment

Employee Induction And Orientation

SUBMITTED BY: Sithembiso Khumalo, Joseph Kanyi, Gloria Bennin and Rachel Coyne
SUBMITTED TO: George Finnegan 5/7/2013 0

Induction training is very important for new employees. what it considers wrong or right. and this is called induction or orientation. Through the induction training process. At this stage he can take the tour of the premises.Introduction When organisation or companies get a suitable candidate after recruitment or an interview to fulfil a vacancy within the organisation. Therefore well-planned induction training accelerates the employee’s abilities to work cooperatively and have a good rapport with other workers. Therefore the way of delivering the induction is very important because the employee can then base on this whether to take the job offer or not. This will lead to an errors by the employee which will eventually affect the company’s’ productivity and reputation. (its ethics) and all other factors that contribute to a responsible organisation The way the induction training is given to the new employee gives him the first impression of the trainer and organisation as a whole. to know what the shifts are. Therefore the training should be delivered in professional manner. The method of operations is clearly explained. The new recruits also get a clear outline and explanation of what the organisation dreams and vision are. that candidate or new employee will pass through different programs before being admitted or given responsibilities for her or his new position. the dress code. The employee may end up feeling confused and lost after the induction process and may shun away from asking for clarifications. time scales and expectations of task completion are set. This will let the new employee to know exactly what the organisation is expecting from him and what he can expect to get from the organisation in return. health and safety rules and fire and safety training. Induction training is about basics the new employee takes for granted. how holiday and sick leave days are paid and at how much. This is achieved by giving personal introduction of other staff to the new recruit. it helps ensure that new employees are retained and swiftly settled in productively. Induction: The induction is a beginning of the new career journey for the selected suitable candidate from the moment he crosses the door steps of the new organisation. For example. the new employee gets the opportunity to mix and know other members of the organisation. familiarise with the fire exit doors. but which are very vital. the employee will meet a personnel or someone in charge to show him the basic things about the organisation. 1 . Improper induction can create a disadvantage in terms of employee efficiency. what the company intends to do to achieve those dreams and its strategic plans. the assemble point in case of accident or fire and he will also be introduced to other members of the organisation and told how each individual relates to others. where the notice board is . Induction training officers also give a clear foundation and expectation terms of what the organisation hopes to give or is giving back to the society( social cooperate responsibility) .

recruitment. The disadvantage with online induction to the new employee is that it excludes one to one interaction between the employee. 2 . wages and salaries.Preparation: When preparing for induction all members of the human resources team should play an equal role in developing induction training methods or techniques. All the compensations and benefit to be offered to the employee should be agreed on. promotion and selection should be involved in the orientation program by the human resources department. Online induction helps to offer self-service training. The orientation process will further more be followed by a proper training to show the new recruit the appropriate steps to be followed and the rules and regulation of the company. maximise resources and technology and reduces time spent by trainers on the process. it will put the new employee in the heart of the organisation. By giving this type of information the employee’s anxiety is reduced and makes him comfortable in the new territory.workers. and the social and health benefit to be expected from the organisation. whom to report to. Managers may require the new employee to commence their duties and responsibilities before they finish the induction training. The orientation focuses more on the simulation of the new employee. The presentation on matters such as work place safety. It can be difficult for human resources department to find a suitable location to carry out the induction training. the new employee is shown exactly what to do in the organisation. The advantage of the orientation process gives the employee a sense of being welcome in the company and clearly gives a clear picture of his roles and responsibilities. sickness report. Scheduling for induction can cause a problem to the employer if that particular department is short staff. Group induction can be done but they also give problem in coordinating and presenting the training to different individuals with different skills and learning capabilities. This planning can be a disadvantage to the company because its time consuming but it gives a perfect result. This will help to boost his commitment and confidence in the job. This time can be used productively for other activity in the company. It is also difficult for employees who are computer illiterate to undergo the training. It is advisable for the management to find a place where the recruit will not be distracted by any other on-going activities. the organisation policies. On the other hand we will look at the orientation which is similar and inseparable from the induction. employer and co. in other words. for example.

3 . During orientation with managers and trainers trying to get the work done quickly. This hand book also clearly state the law and legislation of the job and the employee has to sign and agree to the terms and conditions stated. The orientation is then done in haste and this result in inadequate training.workers. This may result in a reduced human resource output due to lack of knowledge and employees not knowing what exactly are expected of them. Management can also assign an inappropriate person to do the training and orientation. In this way they employees lack information on the changes that take place in the company. The employer may allocate more resources to profit generating activities and forego the orientation process. Orientation programs have advantages and loopholes at the same time in that most employers rely on this initial orientation which is given to employees only at the start of their employment. rules and policies to be adhered to. To avoid this employer should keep constant communication with their employees and keep them updated on any development. A handbook about code of conduct expected of the employee is often given at this stage. Trough out the company’s progress it is vital for the management to visit the company’s mission and values from time to time with the employees.It will also build that connection on a long term basis between the new employee and his/her co. time is a factor which does not allow them to cover all the orientation material effectively. This result in more questions which remaining unanswered by the trainer to the new employee. This orientation process also gives the employee the opportunity to know what the employer has to offer in terms of fair employments and equality in the work place. An orientation roster or schedule can be difficult to set especially if employers need staff to cover a busy period. Also it should be noted that the orientation process should not be given only to new recruits but also to the existing members of the organisation. If just one trainer is assigned to train employees in all areas then some important information may be missed. This will help in always reminding the employees of why they are there and what expected from them. Orientation need to be specific and clear. Each part of the training should be presented by a person who is experienced and competent in that department. If this trainer does not have the abilities and the knowledge of what they are talking about then the new recruit is bound to be miss informed and miss trained. The same as the induction process orientation should be carried out on a proper environment to allow workers and new recruit to assimilate the new ideas and training which shall be given to them without any disruption or interruption. The new employee will undergo different stages of orientation and all the guide line.

health and safety and manual handling training. Organisers of an induction week can also assign a mentor or a ‘’buddy’’ to help the new 4 .The materials and information to be presented to the employee need to be selected carefully as too much information and materials can decrease the interest of the new employee to the job. Once a new employee was mal introduced and received by it new employer it can create a bad image and give the bad anticipation of what will follow to the new recruit and this can also result by him/her refusing the offer. orientation is all much longer than induction and is also more formal. on the other hand. because without them the new recruit and existing employees will not know the present and future of the company and what is expected of them. However. Well-structured induction should begin as soon as the new employee walks into the organization and before they begin their work. If the company wants to have a good image and attract more suitable and competent candidate it should think about the induction and orientation training because it has been said that bad news spread more quickly than the good news. Orientation differs greatly from induction in that. Induction. The final question to be asked is how much orientation and induction is to be given and how often. it still seems vital for these programmes to go on. they learn about the different policies. It is hard to separate orientation and induction but orientation seems to be a long term training process unlike induction which is just a short term. fire. The quicker the induction and orientation is given the better the relation and rapport between employees and goals of the company will be easily and effectively accomplished. Orientation is the actual physical training up of the employee in the organization and prepares the new employee for the job. Elements of an induction week can include the importance of communication in the workplace. Badly organized inductions can create problems with line-managers and the new employees. a tour of the workplace. The most disadvantage of hiring this expertise is the cost to the company. It helps them see how things are done in the work place. It is like someone coming to check in in the hotel and does not find personnel to assist him by showing him his room and all the facilities of the premises. When giving orientation. Many linemanagers aren’t happy to release employees weeks or months after they have joined the organization to take part in their induction programme. rules and regulations of the organization and it also familiarises the new employee various equipment (if used) in the organisation. Conclusion Induction in an organization is vital for all new employees. the trainer should have skills and intellectual level that suit the position because if the orientation is elementary. is shorter and informal. it will cause some trainees to be frustrated and bored. To the question of saying that these two programmes are a thing of the past and company should not carry them out. induction does not always go well.

S (2002). / Denisi. Printice Hall. People Resourcing.Human Resource Management Practise. Printice Hall. Europe: Chartered Institute of Development Enterprises Ltd.  Foot.10th ed.Europe. Houghton Mifflin  Taylor. can be of great benefit for both the new employee and the organization. Human Resource Management.Great Britain. D etall (1998). questions or doubts about anything and also shows the new employee how to do something properly. This is where the mentor aides the new employee in any queries.4th ed. 5 . Cambridge University. Europe. Induction is very useful in an organisation and done correctly.2nd ed.employee in the first few weeks of working in the organization.  Torrington. 2nd ed. (2005) Human Resource Management.Introducing Resource Management. References:  Armstrong. 115 -120. where everything can seem very bewildering and also the new employee can even be a bit apprehensive during these early few weeks on the job.6th ed.  Griffin. M (2011). M (2006).

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