INDUCTION
BY
SMART LEARNING WAY
Contents
What
is HRM?
What
is induction?
HR
Functions with reference to induction
Who
is responsible for the induction process?
Points
while implementing induction (mindset)
Objective
of induction
Induction
policy
Evaluation
Trends
in Induction
Problem
in induction
Conclusion
Bibliography
What
is HRM?
Human Resource Management (HRM) is the
function within an organization that focuses on recruitment of, management of,
and providing direction for the people who work in the organization. Human
Resource Management can also be performed by line managers.
HR training is an effective integer in all
firms sector strategy, but firms don't determine the impact of hr training
programmers over the employees. HR training is efficient only if it produces
desired outcome. When the administration is implementing a hr training
programmed, there should be an model facility on which the assessment strategy
can be improved, and classification of strength of hr training and usage activities
can be through.
What
is induction?
Induction is process meant to help the new
employee to settle down quickly into the job by becoming familiar with the
people, the surroundings, the job, the firm and the industry.
To sort out all anxiety of recruited person.
To ensure the effective integration of staff.
History and introduction of founders.
Understand the standards and rules (written
and unwritten) of the organisation.
Introduction to the company/department and its
personnel structure.
Relevant personnel policies, such as training,
promotion and health and safety.
To clear doubtful situation between new
employee and existing one.
HR
Functions with reference to induction
The human
resources (HR) department serves as a link between management and employees.
Specific responsibilities of HR Dept include –
Defining
positions and related Roles
Defining HR Policies and Guidelines
Hiring and Recruitment
Payroll
Employee Career Management
Employee Training
Salary & Compensation
Employee recreation
Motivational Activities
Defining HR Policies and Guidelines
Hiring and Recruitment
Payroll
Employee Career Management
Employee Training
Salary & Compensation
Employee recreation
Motivational Activities
Who
is responsible for the induction process?
HR
manager
Health
and safety adviser
Training
officer
Department
or line manager
Supervisor
Trade
union or employee representative
Points
while implementing Induction(mindset)
Identify
the business objectives and desired benefits.
Secure
early commitment.
Agree
roles and responsibilities of different players in the process.
Think of induction as a journey.
Have
clear learning objectives for training sessions .
Engage
staff prior to joining .
Respect
the induction needs of different audiences.
Keep
induction material up to date.
Objective
of induction
Induction
is designed to achieve following objectives: -
* To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment.
* To give new comer necessary information such as location of a cafe, rest period etc.
* To build new employee confidence in the organization.
* It helps in reducing labor turnover and absenteeism.
* To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment.
* To give new comer necessary information such as location of a cafe, rest period etc.
* To build new employee confidence in the organization.
* It helps in reducing labor turnover and absenteeism.
*
It reduces confusion and develops healthy relations in the organization.
* To ensure that the new comer do not form false impression and negative attitude towards the organization.
* To develop among the new comer a sense of belonging and loyalty to the organization.
* To ensure that the new comer do not form false impression and negative attitude towards the organization.
* To develop among the new comer a sense of belonging and loyalty to the organization.
INDUCTION
POLICY
1.
PREAMBLE
2.
PURPOSE
3.
OBJECTIVES OF INDUCTION PROCESS
4.
SCOPE OF THE INDUCTION TRAINING
5.
RESPONSIBILITY FOR INDUCTION
6.
BENEFICIARIES OF THE INDUCTION PROCESS
7.
DURATION OF INDUCTION
8.
EVALUATION OF INDUCTION PROCESS
1.
PREAMBLE
Council realizes that in order to maintain effective and efficient service delivery, all employees must be taken through a comprehensive induction process.
Council realizes that in order to maintain effective and efficient service delivery, all employees must be taken through a comprehensive induction process.
2.
PURPOSE
To integrate all employees into the organizational culture of Msukaligwa Municipality. To familiarize them with Council activities and to guide, train, counsel and evaluate all employees who have been newly appointed, promoted, transferred or demoted so that a harmonious working Environment can be created.
To integrate all employees into the organizational culture of Msukaligwa Municipality. To familiarize them with Council activities and to guide, train, counsel and evaluate all employees who have been newly appointed, promoted, transferred or demoted so that a harmonious working Environment can be created.
3.
OBJECTIVES OF INDUCTION PROCESS
To make a new employee more rapidly productive When a new employee joins an organization, he/she is unfamiliar with the way in which the work must be done, how the organization functions and how to act to fit into the organization effectively.
To make a new employee more rapidly productive When a new employee joins an organization, he/she is unfamiliar with the way in which the work must be done, how the organization functions and how to act to fit into the organization effectively.
4.
SCOPE OF THE INDUCTION TRAINING
Induction training shall be conducted for all employees of the Municipality as follows:
Induction training shall be conducted for all employees of the Municipality as follows:
1
General organization induction which affect all employees within the
organization including new employees.
2
Departmental induction which will be tailored to the new employee’s specific department
and job.
5.
RESPONSIBILITY FOR INDUCTION
The following components will be involved in the induction process:
The following components will be involved in the induction process:
1.
Human Resources Department
The
Human Resources Department will be responsible for issues such as the employment
contract, compensation, Medical scheme, Pension funds, Group Schemes and the
development and Monitoring of the success of the induction checklist.
2.
The Director of the Department
It
is the responsibility of the Director of Department to meet all
new employees and briefly explain to them the role and Responsibilities
of the particular department within the organization.
6.
BENEFICIARIES OF THE INDUCTION PROCESS
There are three categories of employees
who will benefit from induction process as follows:
1
NEW EMPLOYEES
It
is vital that all new employees should receive proper induction training.
2
TRANSFERRED/PROMOTED EMPLOYEES
Existing
employees who have been transferred or promoted within the organization will
receive induction training, Especially
if the transfer or promotion involves a significant change of environment.
3
ALL CURRENT EMPLOYEES
An induction training involving all current
employees shall take place from time to time to disseminate information relating
to new policies that have been formulated and other policies that have been amended.
7.
DURATION OF INDUCTION
Induction training shall be conducted for a period not Exceeding two days for HR induction and two days for departmental induction. The induction period can be extended for a longer period if the need arises to ensure that new employees are properly inducted. Existing Employees shall be subjected to induction process on an ongoing basis Depending on availability of new or amended policies and programmers.
Induction training shall be conducted for a period not Exceeding two days for HR induction and two days for departmental induction. The induction period can be extended for a longer period if the need arises to ensure that new employees are properly inducted. Existing Employees shall be subjected to induction process on an ongoing basis Depending on availability of new or amended policies and programmers.
8.
EVALUATION OF INDUCTION PROCESS
The following quantitative measures shall be carried out by the HR Functionaries after a period of six months to evaluate the success of the induction process:
The following quantitative measures shall be carried out by the HR Functionaries after a period of six months to evaluate the success of the induction process:
Labor
turnover statistics
Sickness
and absenteeism rates
Questionnaires
and exit interviews
Evaluation
Feedback
from whom who completed induction
Retention
rates
Exit
interviews
Monitoring
queries
Trends
in Induction
Chalk
and talk session
Questionnaire
From
practicalities to discussion about culture
Using
technologies like e-learning
Team
building exercise
Problem
in induction
To
keep it simple
Supervisor
is not trained enough
Employee
get so much of information in short span of time
Large
no. of forms
Employee
is thrown into action too soon
Wrong
perception develop in short span
Conclusion
Induction
means the process of placing and employee and the position that was
decided to be given to, explaining him
where his placed and reporting relationship of the organization chart
explaining him the rules and regulation of the department and the company,
explaining hi duties and responsibilities is this other position in generally
with the working of the company.
Bibliography
1.)
Human resource management
-K.ASHWTHPPA
2.)
Personnel management &human resource management
-C.B.MAMORIYA
3.)
Text book of human resource management
-C.B.MAMORIA
-S.V.GANKAR
4.)
Human resource management
-CB.GUPTA
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