“OBJECTIVES & PROCEDURE OF INDUCTION”
BY
SMART LEARNING WAY
CONTENTS
Introduction of induction
What is induction..?
Definition of induction
Objective of induction
Advantages of induction
Procedure of induction
Example of induction procedure
Summery
Bibliography
INTRODUCTION OF INDUCTION
Induction is
designed to provide
a new employee
with the information
he or she
needs to function
comfortably and effectively
in the organization.
It is a
planned introduction of
new hires to
their jobs, their
peers and the
company.
Typically
induction conveys three
types of information
- General information the
daily work routine;A
review of the
firm’s history, founding
fathers, objectives, operations
and product or
services, as well
as how the employee’s job
contributes to the
organization's needs.
A
detailed presentation, perhaps,
in a brochure,
of the organizational policies,
work rules and
employee benefit.
Induction is a
technique by which a new employee is rehabilitated into the changed surrounding
and introduced to the practices, policies, and purpose of the organization. In
other word, it is a welcoming process – the idea is to welcome a newcomer, make
him feel at home and generate in him a feeling that his own job, however small,
is meaningful and has a significance as a part of the total organization.
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.
Induction is the process of acquainting the new employees with the existing culture and practices of the new organization.
Induction
is the process of receiving and welcoming an employee when he first joins the
company and giving him basic information he needs to settle down quickly and
happily and stars work.
DEFINITION OF INDUCTION
“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”
A process of demonstration in which a general
truth is gathered from an examination of particular cases, one of which is
known to be true, the examination being so conducted that each case is made to
depend on the preceding one; -- called also successive induction.
“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.”
-Michael Armstrong
A
formal definition of
induction is “…planned
introduction of employees
to their jobs,
their co-workers and
the organization.”
OBJECTIVE OF INDUCTION
When a
new entrant joins
an organization, he/she
is an utter
stranger to the
co-workers, work place
and work environment. As such,
he/she may feel
insecure, shy and
nervous. The first
few days may
be all anxious
and disturbing once
for the new entrant.
Comes from rural
area, he/she find
himself/herself completely at sea in
an industrial town
and city. Then,
induction helps reduce
such anxities and
dispels doubts and
nervousness from the
mind of the
new entrant. He may
have anxiety caused
by not following
the usual practices
prevalent in the
organisation, or the
haphazard procedures, and
lack of information.
He may
have anxiety caused
by not following
the usual practices
prevalent in the
organization, or the
haphazard procedures, and
lack of information.
These may
develop discouragement, disillusionment or
defensive behavior. Induction
leads to reduction
of such anxieties;
dispels the irrational
fears of present
employees and hold
colleagues responsible for
assisting the new-comer
so that he
way feel confident.
There is
another reason for
effective induction. It
help minimize what
might be called
the reality shock
some new employees
undergo. This reality
shock is caused
by the incompatibility between
what the employees
expect in their
new jobs and
the realities they
are confronted with.
The comer may
expect:
1. opportunities for
advancement.
2. social
status and prestige – the feeling
of doing something
important and the
recognition of this
by others.
3. responsibility
4.opportunities to use special
aptitude and educational background.
5.challenge
and adventure
6. opportunities to
be creative and
original, and
7. lucrative
salary.
But when
these expectation are
often fulfilled and,
therefore, result in
frustrating experiences for
new employees, experiences
of which include
jobs with low
initial challenge, inadequate
feed back and
inadequate performance appraisals.
This result
is “reality shock.”
orientation can help
overcome this problem
by providing for
more realistic expectations
on the part
of new employees
and more understanding
on the part
of the supervisors.
Finally, the
purpose of induction
is to introduce
the new employee
and the organization
to each other,
to help them
become acquainted, and
to help them
accommodate each other.
The
new comer is
explained what is
expected to him
and for this,
he is explained
the rules, regulations,
policies and procedures
that directly affect
him. He is
made aware of
how his job
fits into the
overall operation of
the organization, his
own duties and
responsibilities, and to
whom be should
look for when
he has any
problem.
OBJECTIVE OF INDUCTION
·
Putting the new
employee at his ease.
·
Creating interest
in his job the company.
·
Providing basic
in information about working arrangements.
·
Information him
about training facilities.
·
Creating the
feeling of social security.
· Indicating the
standards of performance and behavior expected of him. Making the employee feel
that job, however small, is meaningful, that he is not a cog in the vast wheel.
·
To intimate them
about the mission, aims and objectives of the company.
·
Provides
information.
·
To general
information about terms and conditions of employee.
·
To stimulate
interest.
·
To give a clear understanding
of their roles and responsibility.
· Minimizes reality
stock.
· To helps the new
comer to over come his shyness and nervousness in meeting new people in a new
environment.
·
To give new comer
necessary information such as location of a café, rest period etc.
·
To build new
employee confidence in the organization.
·
To helps reducing
labor turnover and absenteeism.
·
It reduces
confusion and develops healthy relations in 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 from false impression and negative attitude towards the
organization.
ADVANTAGES OF INDUCTION
·
Induction helps
to build up a two-way channel of communication between management and workers.
·
Proper induction
facilitates informal relations and team work among the employees.
·
Induction helps
to develop good relations.
·
A formal
induction programme proves that the company is taking interest in getting him
off good staff
·
Reduces employee
dissatisfaction and grievances.
·
Develops a sense
of belongingness and commitment.
·
Newcomer adjusts
himself to the work quickly, and it sever the time of the supervisor.
·
First impression
matter a good deal and result in less turnover.
INDUCTION PROCEDURE
An organization
has no obligation to make integration of the individual into the organization
as smooth and anxiety-free as possible. What ever that is achieved through a
formal or informal placement orientation programme depends on the size of the
organization and the complexity of the individual’s new environment.
Many organizations develops formal induction
programmes .
These might include a tour
of the offices or plant, a talk about the history of the organization, and
short discussion with a
Representatives of the personnel department
who will describe the organization’s benefit plans.
Other organizations may utilize an informal
induction programme which might include being assigned to another senior
employee who will not only introduce the new worker to other workers but show
him other things too.
There is no model induction procedure. Each
industry develops its own procedures as per its needs.
The
procedure should basically follow these steps:-
First,
the new person needs time and a place to report to work.
Second, it is very important that the supervisor or
the immediate boss meet and welcome the employee to the organization.
Third, administrative
work should be completed. Such item as vacations, probationary period, medical
absence, suggestion system should be covered.
Fourth,
the departmental induction can be conducted. This should include a get
acquainted talk, , introduction to the department, explanation of the function
of the department, and the job instruction and to whom he should look for help
when has any problem.
Fifth,
verbal explanations are supplemented by a wide variety of printed material,
employee hand book, flyers, employee manuals, house-journals, picture stories,
cartoons, pamphlets, etc. along with short guided tour around the plant.
The
following steps may be
identified as the
stages of induction
process from the
earlier discussion.
A
New Employee Orientation
Schedule
New
Employee : Mr.
Niraj Mittal, M.B.A.
(Human Resource
Mgmt)
Bangalore University,
1999.
Job
Title : Human
Resource – Executive
Department :
Human Resource Development
Reporting
Date : 1st
June 1999. 8.00
AM
: Report
to Ms. Roopa.
HRD. Chief
8.00
AM to 9.00
AM : Ms.
Roopa will: Distribute
brochures describing the
organization's history,
Products and
Philosophy
Review the organization's
overall structure, authority
structure within the
HRD
department. Review HRD
policies and practices.
9.30 to
10.30 AM : Mr.
Rao will discuss
company
benefits, new
employee is to
fill out
health, tax and
other
relevant forms.
10.30
to11.30 AM : Tour to
main building and
auxiliary facilities with
Ms. Roopa.
11.30
to 12.30 PM : Lunch
with HR manager
and
and with
Ms. Roopa.
12.30
to 3.00 PM
: Mr. Swaraj
will:
:
Provide a detailed
tour
of the
production. Marketing
Department.
Detailed
discussion with
Chief Executive-HRM
about
daily job
routine and
department policies and
rules
3.00 to 5.00 PM :
New employee on his own to
familiarize himself with
his
job.
SUMMARY
Induction
is the planned
introduction of new
employee to their
jobs, their co-workers
and the organisation.
The main purpose
of induction is
to relieve the
new employee from
possible anxiety and
make him or
her feel at
home on the
job.
Induction
may be done
informally or formally.
Informal induction is
brief. The employee
is expected to familiarise with
the new environment
by himself/herself while
working on the
alloted job.
Formal
induction is lengthy
and may last
even a few
months. Formal induction
is shared by the HR
representative and the
line manager. The
latter briefs the
new employee about
specific job duties
while all the
other details are
provided by the
HR representative. Some
companies even conduct
anxiety-reduction seminars.
Preparing
for the induction
of the new employee,
determining the information
the new employee
should know, and
presenting the information
effectively are the
requisites of an
ideal orientation programme.
BIBLIOGRAPHY
DR. P. subba rao
Himalaya publishing house
2.) Personnel Management
C.B. Mamoria
Himalaya publishing house
3.)
Personnel management (text & cases)
C.B. Memoria
S. V. Gankar
Himalaya publishing house.
4.)Human
resource management (text & cases)
S.
S. khannna
S. chand & company
5.)Human resource management
K. ashwatthapa
TATA mc-hill public limited.
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