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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
Induction and Orientation
Do the terms really differ?
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.
Orientation is designed to start the employee in a direction that is
compatible with the firms:
Mission
Goals
Culture
Induction and Orientation
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.
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
NEED
Overcoming employee anxiety
Developing realistic expectations
Accommodating employees
Reducing employee turnover
Types of orientation programme:
FORMAL INFORMAL
INDIVIDUAL
COLLECTIVE
SERIAL DISJUNCTIVE
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 managements goals.
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.
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.
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.
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.
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
Employee benefits
Break periods and meal hours
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
PROCESS
HR
Representatives
Organisational
Issues
HR Policies and
Rules
Employee Benefits
Introduction
Anxiety
Reduction
Seminar
Line
Supervisor
Specific Job
Location
And Duties
Introduction
STEPS IN STAFF INDUCTION
Welcome to the organization
Explain about the company
Show the location/department
Give the companys 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
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 hires organizational orientation and
communicate this information to the manager
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 hires 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
Introduce the new hire to others. These introductions should
include individuals from the same department as well as
employees working in other units
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
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
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
Attaching a colleague to the new employee for a month would
reduce the new employees anxiety
Providing written and documented information through CDs
and DVDs would make the induction programme less loaded
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.