1) MEANING INDUCTION

The definition of induction is the act of causing something to happen or an

initiation ceremony.

Induction is nothing but the introduction of the organization to employees

where they are going to work. It is a sort of orientation. It brings comfort to
employees and helps them to get settled in the new environment.

Induction is the process for welcoming newly recruited employees and

supporting them to adjust to their new roles and working environments.
Starting a new job can be a stressful experience and new employees need
help to settle in. The University’s induction programme will provide new
employees with all of the necessary information, including local welcome
events and activities.

Brief information about history of the company, nature of business, work

culture, policies, procedures, departments, rules and regulations, nature of
job, duties and responsibilities, is provided to employees to create a proper
background in their minds before they start working actively in the
company.

Generally, the concerned department or authorities do the job of induction

to the new employee. Induction can be defined as ‘planned introduction of
organization, staff and the job to the newly placed employee’. According to
Michael 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 happily and start work’.

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 2) IMPORTANCE OF INDUCTION
1. A sense of belongingness is created in the mind of the new employee.

2. It gives favourable impression about the organization.

3. It gives chances of increasing loyalty towards the organization and

reduction in the rate of labour turnover.

4. It leads to regular and honest participation, and timely completion of the

task by the employee.

5. It helps in removal of anxiety, bias and confusion about the

organizational details.

6. It leads to the development of good and favourable public image of the

company.

7. Adjustment with peers, seniors and the work assigned becomes easy.

3) INDUCTION PROCEDURE

An effective induction brings together more practical elements with

activities that allow the employee to become immersed in the company
culture.

The key parts of the employee induction programme are:

1. Meet colleagues

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Getting to know who they’ll be working with is so important in getting the
new employee comfortable and easing their first-day worries. Introduce
them to their team (and assure them that they don’t have to remember all
the names straightaway!) and consider assigning them a buddy for extra
support. The employee will be more eager to start working if they’re made
to feel welcomed and like they’re part of the team already.

2. Tour of workplace

Familiarise your employee with their new surroundings, showing them

where they can find the toilets, the first aid box, the fire exits and any
kitchen facilities. Ensure you’ve sorted out their workstation ahead of their
arrival and that they have everything they need to get started.

3. Health and safety

On the first day of the induction process, the new hire should be taken
through your health and safety procedures and receive any necessary
training. Different types of roles will require different levels of training, but
as a minimum requirement, employees should know how to assess and
minimise common workplace risks, and be informed about emergency
procedures.

4. Get all the necessary documents sorted

All employees need to have received and signed a written statement of

employment (usually in the form of an employment contract) within 2
months of their start date. You’ll also need to collect from them copies of

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proof of their right to work in the UK, their P45 and their bank details for
payroll.

5. Get to grips with company policies

It’s a good idea to grant all new employees access to an online employee
handbook which covers all policies and procedures for your business. This
will detail any legal requirements they’ll have to abide by, as well as
company policies surrounding dress code, annual leave, sickness absence
and any other areas of importance.

6. Understand their role

Early on in the induction process, it’s important to invite the employee to a

meeting where you explain the key responsibilities of their new role, what
you expect from them and how their work will contribute to the wider
company. This will give them a good overview to get started with and will
hopefully encourage them to work hard and excel in their role.

7. Identify any training needed

By the end of the induction process, you’ll likely have a good idea of how
well the employee be able to perform their role and will have identified any
gaps in their abilities. This way you can organise further training or tasks in
order to ensure they’re fully equipped going forward.

8. Organise first appraisal meeting

Giving feedback to new employees is essential in keeping them on the right

track and giving them motivation to maintain a high standard of work.
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Make sure you set a date for their first performance review and ask them to
answer some questions beforehand so you gain an understanding of how
well they’re settling in.

4) SCOPE OF INDUCTION PROGRAM IN AN ORGANIZATION

Induction Programme serves the purpose of removing fear, creating a good

impression about the organization & acts as a valuable source of
information among the new recruits. Being a growing organization, I have
undertaken this study to improve the satisfaction level of the employees
and thereby using induction programme as a talent retaining tool cum
employee engagement tool.

A typical induction programme

A typical induction programme will include at least some of the

following:

 any legal requirements (for example in the, some Health and

Safety training is obligatory)
 any regulatory requirements (for example in the banking
sector certain forms need to be completed)
 introduction to terms and conditions (for
example, holiday entitlement, how to make expense claims,
etc.)
 a basic introduction to the company, and how the particular
department fits in.
 a guided tour of the building.
 completion of government requirements.
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  set-up of payroll details.
 introductions to key members of staff.
 specific job-role train.

5) CLERICAL WORK MEASUREMENT

Clerical work refers to daily office duties, such as data entry, answering
phone calls, as well as sorting and filing documents. Clerical duties are
often found in different types of administrative and office support roles.
Usually, clerical duties are performed by office clerks, secretaries and
sometimes, administrative assistants and clerks must know how to use
sophisticated computer systems, copiers, printers and other equipment to
carry out many clerical duties.

Work measurement is the application of techniques which is designed to

establish the time for an average worker to carry out a specified
manufacturing task at a defined level of performance. It is concerned with
the duration of time it takes to complete a work task assigned to a specific
job. It means the time taken to complete one unit of work or operation it
also that the work should completely complete in a complete basis under
certain circumstances which take into account of accountants time

CLERICAL ACTIVITIES

There are five (5) main clerical activities in all offices, these are:

1. Communications
2. Calculations
3. Records

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4. Report
5. Routine procedures

i. Communications: The office acts as the communication centre of

the entire organization. The office receive instructions, information
and report from other departments of the same firm and from other
firm and organizations. In return, it also prepares or processes
document and passes instruction or explanation to those awaiting
them.

Lack of proper communications cost the company a lot and as such,

the office work vigorously in collecting information from factories,
work site, sales men, overseas agent, government and international
bodies.

Communication in office is not confine to written messages alone,

information may be received or given orally through telephone.

ii. Calculations: Many activities carried out in the office are done
with the calculations of some sort. Among the activities that requires
calculation are the payment of wages and salaries, income tax and
invoicing. The various aids that are used in calculations range from
simple adding machine and calculators to computer.

iii. Records: Accurate records enable the firm to prove that contract
have been made and that the obligations have been fulfilled. It is also
important to answer queries from employees, customer or other
organizations. Proper record keeping enable this to be done. Business
documents letters, invoices, reports, circulars e.t.c have to be filed in
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 secured places. By so doing, accurate records are being kept by its
office and this will enable it to discharge its functions efficiently.

iv. Reports: Many reports required routine procedures from

department to head offices. There the reports are considered and
analyze to discover whether the affairs of the firm are being properly
conducted. Reports can be routine, special, statutory or technical
depending on its sources.

v. Routine procedures: Many routine activities must be carried

out regularly if the office is to function properly. Some of the routine
duties are writing and posting letters, collecting mails from the post,
follow-up, overdue credit and accounts, filing procedures e.t.c.

6) STAFF RECORDS

Refer to the collection of related data about employees of an organization.

The importance of staff records is that, it makes available necessary facts
and figures for the efficient management decision making on staff matters
in order to preserve impartiality and consistency.

Staff records include personal document, birth certificate, school

certificates, curriculum vitae, application letter, interview letter,
appointment letter, acceptance letter, queries, promotion letter, transfer
letter, and other personal letters.

A TIME BOOK: is a mostly outdated accounting record, that registered

the hours worked by employees in a certain organization in a certain

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period.[1] These records usually contain names of employees, type of work,
hours worked, and sometimes wages paid.

In the 19th and early 20th century time books were separate held records.
In those days time books were held by company clerks or foremen or
specialized timekeepers. These time books were used by the bookkeeper to
determine the wages to be paid. The data was used in financial
accounting to determine the weekly, monthly and annual labour costs, and
in cost accounting to determine the cost price. Late 19th century
additional time cards came in use to register labour hours.

Nowadays the time book can be a part of an integrated payroll system,

or cost accounting system. Those systems can contain registers that
describe the labour time spend to produce products, but those registers are
not regularly called time books, but timesheets.

PERSONNEL RECORDS: means a record kept by the employer that

identifies the employee, to the extent that the record is used or has been
used, or may affect or be used relative to that employee's qualifications for
employment, promotion, transfer, additional compensation, or disciplinary
action. A personnel record shall include a record in the possession of a
person, corporation, partnership, or other association who has a
contractual agreement with the employer to keep or supply a personnel
record as provided in this subdivision.

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REFERENCES

1. Accounting: Systems and Procedures. Gregg Division, McGraw-Hill,

1 jan. 1982. p. 244
2. ^ Samuel Worcester Crittenden, S. H. Crittenden (1853). An
Inductive and Practical Treatise on Book-Keeping by Single and
Double Entry, designed for Commercial Institutes. p. 28
3. ^ Jump up to:a b c Loudon (1826, 1671)
4. ^ Robert McIntosh (2000). Boys in the Pits: Child Labour in Coal
Mines. p. 246
5. ^ Roch Samson (1998). The Forges Du Saint-Maurice: Beginnings of
the Iron and Steel Industry in Canada, 1730-1883. p. 287
6. ^ Great Britain, William David Evans, Anthony Hammond, Thomas
Colpitts Granger. A Collection of Statutes Connected with the General
Administration of the Law: Arranged According to the Order of
Subjects, with Notes, Volume 10. W.H. Bond, 1836. p. 936

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