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  • Iv Vii: Unit No 2 HRM - Talent Acquisition 2.7 Induction Types and Socialization Process

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    The document discusses induction and socialization processes for new employees. It defines orientation as introducing new employees to the organization, tasks, managers, and work groups to reduce newness anxiety. The goals of orientation are to reduce anxiety, turnover, and time and develop realistic expectations. The orientation process involves providing relevant information first and using a buddy system to gradually introduce new hires to people and give them time to adjust to work. Socialization helps new employees understand the culture, policies, compensation, and develop as team members.

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    HRM 2.7

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    The document discusses induction and socialization processes for new employees. It defines orientation as introducing new employees to the organization, tasks, managers, and work groups to reduce newness anxiety. The goals of orientation are to reduce anxiety, turnover, and time and develop realistic expectations. The orientation process involves providing relevant information first and using a buddy system to gradually introduce new hires to people and give them time to adjust to work. Socialization helps new employees understand the culture, policies, compensation, and develop as team members.

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    5 views7 pages

    Iv Vii: Unit No 2 HRM - Talent Acquisition 2.7 Induction Types and Socialization Process

    Uploaded by

    Haripriya V
    The document discusses induction and socialization processes for new employees. It defines orientation as introducing new employees to the organization, tasks, managers, and work groups to reduce newness anxiety. The goals of orientation are to reduce anxiety, turnover, and time and develop realistic expectations. The orientation process involves providing relevant information first and using a buddy system to gradually introduce new hires to people and give them time to adjust to work. Socialization helps new employees understand the culture, policies, compensation, and develop as team members.

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    of 7

    SUBJECT CODE

    TYPE THE SUBJECT NAME HERE

    UNIT NO 2 HRM – TALENT


    ACQUISITION
    2.7 INDUCTION TYPES AND
    SOCIALIZATION PROCESS

    IV VII
    20MBT202
    20MBT202

    HRM-UT-2-TALENT ACQUISITION

    Orientation/ Induction
    • Orientation introduces new employees to the organization and to his
    or her new tasks, managers, and work groups.
    • Reduce newness anxiety

    • Orientation orients, directs and guides employees to understand the


    work, firm, colleagues and mission
    • The orientation process is similar to what sociologists call
    “Socialization”
    20MBT202

    HRM-UT-2-TALENT ACQUISITION
    Goals of orientation

    • To reduce anxiety

    • To reduce turnover

    • To save time

    • To develop realistic expectations

    Who orients new employees? - Operating managers,


    HR manager or superiors/ supervisors or peers
    20MBT202

    HRM-UT-2-TALENT ACQUISITION
    Process of Orientation

    • Orientation should begin with the most relevant and immediate kinds
    of information
    • A humanistic approach : telling the game of rules in workplace

    • New hires given with a “Sponsored” or kind of “Buddy” system to help


    them
    • New employees should be gradually introduced to people

    • They should be given sufficient time to feet them in work


    20MBT202

    HRM-UT-2-TALENT ACQUISITION
    Purposes of Socialization
    • The Employment Situation

    • Company Policies and Rules

    • Compensation and Benefits

    • Corporate Culture

    • Team Membership

    • Employee Development

    • Dealing With Change


    20MBT202

    HRM-UT-2-TALENT ACQUISITION

    Socialization benefits
    • Helps in understanding organization culture
    • Contributes to employee‘s long term success
    • Helps in adjustment
    • Helps in employee engagement
    • Provides job satisfaction
    20MBT202

    HRM-UT-2-TALENT ACQUISITION

    Socialization benefits
    • Helps in understanding organization
    culture
    • Contributes to employee‘s long term
    success
    • Helps in adjustment
    • Helps in employee engagement
    • Provides job satisfaction

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