INSTITUTE OF MANAGEMENT

NIRMA UNIVERSITY

MBA-FT (2021-2023)

HUMAN RESOURCE MANAGEMNET

(MFT4CCHR501)

“Induction and Socialisation Programmes

in Industry Today”

(GROUP ASSIGNMENT)

SUBMITTED TO: PROF. DEEPA SANGHVI

SUBMITTED BY: GROUP 7

 ANANYA MISHRA 211164

 JIGYASHA DUGAR 211186
 NUPUR AHUJA 211206
 KIRANKANTA KABINDRANATH SAHU 211216
 UTKARSH DUBEY 211232

DIVISION: C

1|Page
DEFINITION OF INDUCTION

The process of welcoming newly hired employees and assisting them in adjusting to their new jobs and

working surroundings is known as induction. Starting a new job can be stressful, and new employees

require assistance in settling in.

"Induction is the welcoming process to make the new employee feel at home and generate in him a

sense of belongingness to the organisation," says Edwin B. Flippo.

Induction, as defined by Michael Armstrong, is "the process of receiving and welcoming an employee

when he first enters a company and providing him with the fundamental information the employee

needs to settle down quickly and cheerfully and begin work."

SOCIALIZATION PROGRAMME

It is the adaption process. It is the process by which new employees try to learn and instill the norms and

values of their respective work responsibilities in an organization.

For good adjustment and job performance, it is vital to learn and instill the norms and values of the work

group.

1. Several assumptions underpin socialization.

2. Anxiety is a problem for new employees, and they must be adjusted.

3. Socialization has a significant impact on employee programme and organizational stability.

The socialization process can be divided into three stages.

2|Page
1. Pre-arrival stage - This stage recognizes that each employee has their own set of values and

hopes. For example, in some positions, such as management, the individual may require

extensive socialization throughout training. Most organizations advise prospective applicants

about the Socialization process during the interview process. The selection process also aids the

organization in identifying the best candidate for the job. The degree of forecasting made by the

selection team determines the selection team's success.

2. Encounter stage - Employees come into contact with the organization's genuine working

conditions here. For instance, employment requirements, coworkers, direct superiors, and the

company as a whole. This stage validates the employees' perceptions created in the past if the

expectations prove to be more or less right. If the reality differs, socialization aids employees in

recognizing the need to replace them. However, socialization alone will not be enough to

reconcile the disparities in expectations.

3. Metamorphosis stage - In this stage, the new staff will devise solutions to any issues that arise.

As a result, this period is known as the transformation stage. At this point, the new employees

should be familiar with their jobs and team members. New hires will have the impression that

their supervisors and peers have accepted them. Not only that, but they would have a thorough

understanding of the entire organization system by now. They will also understand what is

expected of them, how they are evaluated, and how effective they are in achieving the

organization's objectives.

3|Page
OBJECTIVES OF INDUCTION

1. Newcomer's Introduction to the Company- It assists new employees in becoming acquainted

with the company's laws and regulations, working culture, Norms, and other significant aspects.

2. To Remove Newcomers' Hesitation and Shyness- One of the most crucial aspects of any

induction is to remove newcomers' hesitations. It ensures future teamwork as well as an

employee's overall development.

3. Inform the Newcomer about Company Rules and Regulations- An important aspect of the

Induction programme is providing knowledge about the company's rules and regulations. As a

result, a person can work in any company.

4. To Overcome Fear and Develop Confidence- Overcoming fear is critical for bringing new

talent and innovation to the workplace. An effective introduction ensures that staff are both

relieved of their fears and gain confidence.

5. Develop Honesty, Loyalty, and a Sense of Belonging- A sense of belongingness is beneficial

to the growth of any organization. If an employee treats the company as if it were their own, it

will help it expand.

6. Gaining Image, Behavior, Response, and Attitude-It is also a very significant organizational

goal for the company's and its employees' growth.

7. To establish and maintain healthy relationships — Developing and maintaining healthy

relationships ensures the company's long-term goals are met.

4|Page
 8. To recuperate in the new environment – When an individual transfers from one business to

another, the work culture shifts dramatically. It is critical that an employee's conduct changes in

tandem with the organization.

9. Minimize Reality Shock- A good induction approach also guarantees that reality shock is

minimized.

ELEMENTS OF INDUCTION AND SOCIALIZATION PROGRAMME

1. Greeting the new employees - When a new employee arrives, they should be greeted by
someone who can conduct personal information checks and make any necessary security
arrangements.
2. Information about the job - This involves discussing the nature of the position in terms of
content, how the department fits into the overall firm, the expected key performance indicators,
how these are evaluated, and an explanation of the employee's coworkers, including the
reporting line.
3. Company Policies/ Terms of Employment - During the induction process, new employees
should be given a written statement of the main terms and conditions of employment, which
should cover the basic aspects of the employment relationship, such as pay, hours of work,
holidays, sickness, and termination notice.
4. Company rules - Professional organizations typically establish an Employee Handbook, and the
rules, policies, and procedures outlined in this document should be thoroughly presented to the
new employee.
5. Data protection – A description of the facts and documents related to the new employee should
be provided.
6. Layout of the Workplace – This must include a tour of the offices and an understanding of the
building's facilities.
7. Compensation and benefits - Organizations frequently create a Handbook for this purpose, in
which the rules, policies, and processes outlined in the handbook are thoroughly explained to the
new employee.
8. Information about the company - The company's structure, products, services, and other facets
of the firm should all be explained to the new employee.

5|Page
 9. Employee representation - Any information about trade union recognition or membership
procedures that are in place should be included.
10. Training and development - A description of any performance appraisal processes in place
should be included. Employers should determine whether the new employee requires any short,
medium, or long-term training in order to perform at their best.
11. Employee benefits and facilities - Information on any business perks, such as private medical
insurance, death in service compensation, and so on, will be included.

IMPORTANCE OF INDUCTION TRAINING

FOR EMPLOYEES AN INDUCTION PROGRAMME CAN:

• Help new employees transition and assimilate into the workplace.

• Save an employer time and money by allowing employees to partially self-educate through online
learning modules

• Encourage employee retention, reduce employee turnover, and save on recruitment costs by making
employees feel welcome and valued.

• Ensure operational efficiency and increase productivity – employees have a complete understanding
of the communication and computer system.

THE BENEFITS OF EMPLOYEE INDUCTION FOR NEW STAFF:

• New hires have a better understanding of their role and how it fits into the organization.

• New starters feel respected, valued, and accepted into the organization by team members.

• They have a better understanding of company processes and procedures.

TYPICAL INDUCTION PROGRAMME INCLUDES:

• Information regarding how to join, how to fill out a form. This ends with submission and verification
of documents.

• Any legal obligations (for example in the, some Health and Safety training is obligatory).

6|Page
• Any legal or regulatory obligations (for example in the banking sector certain forms need to be
completed).

• An overview of the terms and conditions (for example, holiday entitlement, how to make expense
claims, etc.)

• A general overview of the company and how the department fits into it.

• A tour of the building or grounds with a guide.

• Meeting all of the government's criteria.

• Payroll details are set up.

• Meetings with important members of the team.

• Job-role-specific training.

COMMON KEY PARTS OF EMPLOYEE INDUCTION PROGRAMME IN

THE COMPANIES INTERACTED

1. Welcome to the organization - A welcome to the organization should be the first step in any
staff induction procedure. This is a single online subject or workshop session that provides
context for the entire organization. It is usually provided by a senior manager or executive, or
online training includes recordings of senior persons.
It contains information such as:
• the organization's history
• mission or vision statements
• Current organizational aims
• Ownership structure
• Organizational values
• Organizational chart
• Executive management

7|Page
 2. Working in the organization –

Site access procedures:

a. Site access and opening hours

b. IT access

c. Phone access

d. Email access

HR introduction:

a. Payroll
b. Sick leave
c. Holiday approvals
d. Performance reviews

3. Staying safe at organization –

a. Work, health and safety fundamentals

b. Office ergonomics
c. IT Security fundamentals

4. Being professional at organization –

a. Code of Conduct
b. Anti-bullying and anti-harassment policy
c. Sexual harassment policy
d. Equal opportunity policy
e. Drug and alcohol policy

TYPES OF INDUCTION

Making a representative enlistment agenda that details all of the responsibilities and preparation that

your new employee should go through during the acceptance cycle is a good idea. Along these lines, it

8|Page
will be easy for the two participants to remember what needs to be done, and it will serve as

confirmation that the individual was given the necessary information. Just make sure they sign it and

return it when their enlistment is over. It's critical to check in with your newly hired employee on a

regular basis to ensure they're growing comfortable and aren't feeling dominated. The more secure a

person feels, the more quickly they will develop into a reliable and helpful colleague.

1. BASIC INDUCTION PROGRAMME:

The final stage of acquisition work is completed after a company proposal has been broadened

and acknowledged. The individual must then be positioned in relation to the work and the

organisation. This is done in an official manner through the acceptance or direction cycle. The

cycle of enlistment is enticing. The idea is to invite the competitor, make him feel at ease in the

new environment, and familiarise him with the organization's practises, strategies, and goals; the

need for an acceptance programme arises from the fact that when a person joins an organisation,

he is an outsider who will undoubtedly feel shy, unreliable, and anxious.

2. GOAL ORIENTED ORIENTATION PROGRAMME:

The foreman is in charge of acceptance at this point. Acceptance is explicit, and it is conditional

on the foreman's ability. Operational information specific to the position and location should be

shared to another worker. The quick chief (foreman) is in charge of enlistment and preparation.

Each new employee should be aware of his or her co-workers.

i. The work for which he is responsible.

ii. The end result he should aim for.

9|Page
 iii. The work's current status.

iv. His ties within the organisation.

v. He must understand and maintain track of reports and records.

The purpose of explicit enrolment is to allow a representative to adapt to his or her work

environment.

3. FOLLOW-UP INDUCTION PROGRAMME:

The goal of the follow-up acceptance programme is to see if the representative is content with

the job. The foreman or an expert from the staff division is usually in charge. To alleviate the

newcomer's problems, efforts are made to provide direction and advice. After a few months from

the time of arrangement, follow-up acceptance is usually granted.

INDUCTION PROCESS IN DIFFERENT COMPANIES

COMPANY 1: HDFC BANK

Name: Mr. Kashyap Kotak

Designation: Regional Head Talent Acquisition, Gujarat HR Team

Organization: HDFC BANK

Induction Policy:

The induction process varies depending on the mode of recruitment and the level at which the staff
member is recruited. However, the common theme is class room training & exposure to on-the-job
experience so that they are acclimatized to the working of the organization.

Target Group:

10 | P a g e
The policy will cover all newly recruited officers. The policy will also cover lateral hires up to the level
of Middle Management Grade Scale III.

The induction process would broadly fall into three phases:

Phase 1 – On Board Process: this includes documentation & related formalities. New joiner is given
welcome kit that consists of brief history of HDFC & guidelines.

Phase 2- Orientation Activities: Orientation Activities: done so that new joiner settles in new working
environment.

Phase 3- Training & On the job exposure: The existing employee acts as a buddy to make employee
settle in new atmosphere.

Induction training for officers:

When large number of individuals are likely to be recruited, then the bank would consider having
induction training of officers done at some other institution. The curriculum is designed in consultation
with the bank & the bank would supervise and monitor the programme.

The induction process for officers lasts for 6 months to 1 year depending on the role.

COMPANY 2: L&T

Name – Mrs. Dipti Nayak

Designation – Senior HR

Induction policy

 Induction programme lasts for one month. Fundamental principle includes general orientation
about team building by indoor activities and out bound training program, inter personal skill
development, holding company and all its subsidiaries. Next, detail orientation about the
immediate subsidiary and the job role- E.g., Engineering, Construction, etc.
 Main features of HR induction programme include, work in team, development of interpersonal
skill and information about organization other SBUs. Department induction programme includes

11 | P a g e
 detailed description about the job role by head of dept and an assigned 'buddy' for helping in
day-to-day administration.
 Apart from introducing a new member to everyone in department, senior buddies are assigned to
guide for on the job training, reading SOPs and quality documents.

Modes adopted:

Tactics like playing different games and watching movies together are used to break the ice between
employees.
This helps in overcoming the hesitation and employees start learning quickly.

COMPANY 3: FOOD FOR MARKETEERS

Name: Mrs. Kavya Pandey

Designation: Human Resource lead

Induction Policy – Initially company tour and briefing of policies are given to the new joiner. This also
includes detailed orientation about the job role.

Mode adopted – To increase the cooperation among the employees, they are made to play theme-based
games. The theme usually revolves around the working of the company.

A meeting of employees of similar designation from different departments is also introduced so that
employees can socialize.

12 | P a g e
CHALLENGES IN INDUCTION PROGRAMME

1. Giving too much information at once –

Tip – Offering context-rich resources on demand.
It's understandable to want to get new hires up and running as quickly as possible, but many
businesses believe that the best way to do it is to overwhelm them on day one and tell them
everything at once. Put yourself in the shoes of new employees. It's natural to have concerns and
worries about your new role, as well as a lot of questions on your first day, but adding the
pressure of having to process everything in one day is counter-productive and not a good first
impression.

2. Impersonal induction experience –

Tip – Focus on relevance
A tough induction experience with generic and boring content will result from not completely
understanding the roles of your new beginnings. Your employees will have their own
expectations of their job, so it's critical to address these right away and provide personal and
relevant information to your new hires.

3. Trying to do everything on day one –

Tip – Plan an onboarding journey
Many firms focus on engaging new employees during their first few days on the job, but
subsequently struggle to follow up or continue the induction process properly. Organizations will
struggle to keep new starters excited if they enter the onboarding process without a clear sense of
direction or dedicating enough time to getting them up to speed. There will also be a lack of
excitement while interacting with subsequent training materials.

4. Getting lost in the detail –

Tip – Prioritize the user experience

13 | P a g e
 Many firms are focusing solely on the formalities, rather than the new employee experience.
Starting a new job can be intimidating, and your employee induction training should provide
support and comfort rather than a cold, rigorous experience.

5. Inability to utilize digital –

Tip – Use technology to provide in demand support
It's reasonable that you'd like to free up valuable face-to-face time, yet scheduling and heavy
workloads sometimes prevent you from spending enough time in person to support new hires. As
a result, selecting the appropriate learning platform for your employee induction training is
critical as a constant source of assistance for your employees.

SUGGESTIONS TO IMPROVE THE INDUCTION PROCESS

• Have an induction plan and programme that can be easily customized for any employee or role.

• Have a dedicated person in charge of induction - this person carries out the strategy, makes any
adjustments to the induction process, and coordinates the induction programme.

• Focus on day one – ensures that the employee has access to all critical information needed to complete
the rest of the induction process on day one. Otherwise, elements of the induction programme may be
redundant or delayed because the individual lacks the necessary qualifications to continue.

• Approach employee induction as a process, and ensure that you follow up and collect feedback so that
you can update and improve the process as needed.

• Use best practice plans and checklists, as well as training and materials that can be quickly tailored to
different employees and positions, to monitor and simplify the process.

14 | P a g e
15 | P a g e