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INDUCTION AND ORIENTATION

I NDUCTION AND O RIENTATION PRESENTATION BY- Deep Shree Dharmendra Chaurasia

PRESENTATION BY- Deep Shree Dharmendra

Chaurasia

CONTENTS

1.

Introduction

  • 2. Differences Between Induction And Orientation

  • 3. Objectives

  • 4. Need

  • 5. Types

  • 6. Process

  • 7. How To Induct Successfully

  • 8. Who Should Induct/Orient

  • 9. Problems

    • 10. How To Make Induction Effective

    • 11. Conclusion

CONTENTS 1. Introduction 2. Differences Between Induction And Orientation 3. Objectives 4. Need 5. Types 6.

INTRODUCTION

Induction (orientation) is a technique by which a new employee is rehabilitated into the changed

surroundings and introduced to the practices,

polices and purposes of the organisation.”

-R.P.BILLIMORIA

Employee orientation provides new employees with basic background information about the firm.

INTRODUCTION “ Induction (orientation) is a technique by which a new employee is rehabilitated into the

Induction and Orientation

Do the terms really differ……………?

  • Induction Comes first and is followed By Orientation.

  • Induction is for shorter duration while Orientation is for longer duration.

  • Induction means introduction of the company as in the overall preview of company while Orientation is the practical overview of the company .

  • Induction is in the form of presentations while orientation includes introducing employee to different people of the organisation.

Induction and Orientation Do the terms really differ……………?  Induction Comes first and is followed By

OBJECTIVES

  • To help new staff form positive first impressions, that he/she belongs to the company, feels welcome and supported;

  • To assist in understanding the culture and values;

  • To improve staff efficiency, work standards, revenue and profits;

  • To improve staff morale

OBJECTIVES  To help new staff form positive first impressions, that he/she belongs to the company,

NEED

  • Overcoming employee anxiety

  • Overcoming reality shock

  • Accommodating employees

  • Reducing employee turnover

NEED  Overcoming employee anxiety  Overcoming reality shock  Accommodating employees  Reducing employee turnover

Types of orientation programme:

FORMAL INFORMAL
FORMAL
INFORMAL
INDIVIDUAL COLLECTIVE
INDIVIDUAL
COLLECTIVE
SERIAL DISJUNCTIVE
SERIAL
DISJUNCTIVE
INVESTITURE DIVESTITURE
INVESTITURE
DIVESTITURE

FORMAL VS. INFORMAL ORIENTATION

  • Formal orientation has a structured programme

while in informal orientation employees are

directly put on job.

  • Formal programme helps a new hire in

acquiring a known set of standards but informal

programme promotes innovative ideas.

  • Choice depends on management’s goals.

FORMAL VS. INFORMAL ORIENTATION  Formal orientation has a structured programme while in informal orientation employees

INDIVIDUAL VS. COLLECTIVE

  • Individual orientation preserves individual

differences while collective orientation is

likely to develop homogenous views.

  • Individual orientation is expensive and time

consuming.

  • Large firms normally have collective orientation while smaller firms go for individual programmes.

I NDIVIDUAL VS . COLLECTIVE  Individual orientation preserves individual differences while collective orientation is likely

SERIAL VS. DISJUNCTIVE

  • An experienced employee inducts a new

hire in case of serial orientation.

  • In case of disjunctive orientation new hire do not have predecessors to guide them.

  • Serial orientation maintains traditions and customs while disjunctive orientation produces more inventive employees.

S ERIAL VS . DISJUNCTIVE  An experienced employee inducts a new hire in case of

INVESTITURE VS. DIVESTITURE

  • Investiture orientation seeks to ratify usefulness of characteristics that the person brings to the new job and is followed for high level appointments.

  • Divestiture orientation seeks to make minor modifications in the characteristics of new hire and is followed for inducting new hires into military, professional football and religious cults.

I NVESTITURE VS . DIVESTITURE  Investiture orientation seeks to ratify usefulness of characteristics that the

How to induct successfully

  • A systematic plan should be followed.

  • A check list of points to be included in induction should be prepared

  • An induction booklet should be provided

  • Anyone who is promoted or transferred from one job to another should also be inducted.

  • The aim should be to convey a clear picture of the working of the organisation.

How to induct successfully  A systematic plan should be followed.  A check list of

ORIENTATION CHECKLIST

  • Words of welcome

  • History of the company

  • Company culture

  • Organizational structure of the company

  • Sexual Harassment policy

  • Review of job descriptions, hours and days of work, job

duties and responsibilities

  • Rate of pay, pay policies, and periods

  • Gratuities and tip reporting

  • Employee benefits

  • Break periods and meal hours

ORIENTATION CHECKLIST  Words of welcome  History of the company  Company culture  Organizational
  • Review of rules of conduct and employee handbook

  • Unforeseen absences and tardiness

  • Introduction to co-workers

  • To whom to report, when, and where

  • List of frequently called phone numbers

  • Sanitation and safety procedure

  • Career development and opportunities for promotion

  • Grounds for termination

  • Emergency situations

 Review of rules of conduct and employee handbook  Unforeseen absences and tardiness  Introduction

PROCESS

HR

Representatives

PROCESS HR Representatives Organisational Issues HR Policies and Rules Employee Benefits Introduction Line Supervisor Specific Job

Organisational Issues HR Policies and

Rules Employee Benefits Introduction

PROCESS HR Representatives Organisational Issues HR Policies and Rules Employee Benefits Introduction Line Supervisor Specific Job

Line

Supervisor

PROCESS HR Representatives Organisational Issues HR Policies and Rules Employee Benefits Introduction Line Supervisor Specific Job

Specific Job Location And Duties Introduction

PROCESS HR Representatives Organisational Issues HR Policies and Rules Employee Benefits Introduction Line Supervisor Specific Job

Anxiety

Reduction

Seminar

PROCESS HR Representatives Organisational Issues HR Policies and Rules Employee Benefits Introduction Line Supervisor Specific Job

STEPS IN STAFF INDUCTION

  • Welcome to the organization

  • Explain about the company

  • Show the location/department

  • Give the company’s manual to the new recruit

  • Provide details about the extent of unionism

  • Give details about pay benefits,holidays,leave,etc.

  • Emphasize the importance of punctuality and attendance

  • Explain about future training opportunities and career prospects

  • Clarify doubts

  • Take the employee on a guided tour

  • Trainee is given an information handout

  • Trainee takes orientation test

STEPS IN STAFF INDUCTION  Welcome to the organization  Explain about the company  Show

WHO SHOULD CONDUCT OR BE ACTIVELY INVOLVED IN AN EMPLOYEE INDUCTION:

A. Members of HR

  • To prepare a welcome letter for the new hire.

  • To complete all pre-hire forms, set up any necessary files including payroll and benefits, employee handbook

  • To schedule the new hire’s organizational orientation and communicate this information to the manager

WHO SHOULD CONDUCT OR BE ACTIVELY INVOLVED IN AN EMPLOYEE INDUCTION: A. Members of HR 

B. Members of the Management

New hire's manager

  • To inform members of the department about the arrival of the new employee.

  • Needs to ensure that the new hire’s workstation or office is ready for his arrival

  • Supply the employee with Agenda of the day, essential office supplies, map/floor plan, organizational and departmental charts, reading materials (procedures manual); access Materials (keys, access passes, security codes), Food and Beverage Locations

B. Members of the Management New hire's manager  To inform members of the department about
  • Introduce the new hire to others. These introductions should include individuals from the same department as well as employees working in other units

 Introduce the new hire to others. These introductions should include individuals from the same department

Senior members from various departments

  • To welcome the new employee

  • Describe briefly the primary functions of the

respective departments

  • Discuss how each unit relates to the organization as a whole

C. Experts in Specific Fields

Salary administrators, members of training and development

to discuss growth opportunities

 Introduce the new hire to others. These introductions should include individuals from the same department

Problems OF ORIENTATION

1. Busy or Untrained supervisor

  • 2. Too much information

  • 3. Overloaded with paperwork

  • 4. Given menial tasks

  • 5. Employee thrown into action soon

  • 6. Wrong perceptions of employees

Problems OF ORIENTATION 1. Busy or Untrained supervisor 2. Too much information 3. Overloaded with paperwork

HOW TO MAKE INDUCTION PROGRAMME EFFECTIVE

  • Feed forward of the possible problems and solutions

  • A warm and friendly welcome will reduce the possible

problems

  • Involvement of Top Management

  • Determination of Information Need of the new employees

  • Planning the presentation of information

  • A phased induction programme would place the new employee at ease

  • Periodical follow-up and filling the gaps in the information

would reduce the problems

HOW TO MAKE INDUCTION PROGRAMME EFFECTIVE  Feed forward of the possible problems and solutions 
  • Attaching a colleague to the new employee for a month would reduce the new employee’s anxiety

  • Providing written and documented information

through CDs and DVDs would make the

induction programme less loaded

 Attaching a colleague to the new employee for a month would reduce the new employee’s

Conclusion-

Therefore, we may say that induction and orientation play pivotal role in success of an organisation by acquainting a new employee to the new environment, rules and regulations which in turn helps in better

performance.

Conclusion- Therefore, we may say that induction and orientation play pivotal role in success of an

REFERENCES

  • Human Resource Management

Gary Dessler and Biju Varkkey

  • Human Resource Management V S P Rao

  • Human Resource Management

L. M. Prasad

  • Personnel And Human Resource Management P. Subba Rao

  • www.authorstream.com

  • www.citehr.com

REFERENCES  Human Resource Management Gary Dessler and Biju Varkkey  Human Resource Management V S