Induction And Orientation

Mayura Patil…..29
What is induction?
 Induction is the task of introducing the new
employees to the organization and its policies
procedures and roles.
 It is the first step in a proper communication

policies which seeks to build a two way

channel of information between the
management and employees.
What is Orientation
 Orientation is the practical overview of the
company, that is it includes introducing
employee to diffrent people of the
organisation and generating a level of
comfort within the organisaton.
Induction /Orientation
 Induction is the process by
which incubent get
introduced to company
history, department, HOD's,
pear groups, overall culture.
 Induction simply means
Introduction 1 to 1
 Orientation is the step
where co. defines certain
rules & regulation for
employment, way of
communication..& expect
employee to obey the same
by making his/her
orientation toward final
goal.
 Orientation broadly means
the communication by co.
for expected behavior from
employees.
What is induction for?

 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

Induction Programme
 Before designing induction programme firm
need to decide four strategic choice
 Ideal Induction Program
Job
Employee
Introductio
Introduction
nsDuties
to peers
Benefits
to company
Introduction to company

HISTORY OF COMPANY
NAME AND TITLE OF KEY EXECUTIVES
ORGANIZATION CHART
DEPARTMENT AND RESPECTIVE HEADS
PRODUCTS OF COMPANY
BIG CUSTOMERS OF COMPANY
EMPLOYEE STRENGTH
TURN OVER OF COMPANY
ISO (QUALITY ENVIRONMENT)
Employee Benefit
 PUBLIC HOLIDAYS
MEDICLAIM POLICY
GROUP PERSONAL ACCIDENT POLICY
TRANSPORTATION FACILITY
GUEST HOUSE FACILITY
EMPLOYEE DEVELOPMENT
EMPLOYEE RECREATION
RETIREMENT BENEFITES
INTRODUCTIONS

 TO SUPERIORS
TO SUBORDINATES
TO COLLEAGUE
JOB DUTIES

JOB LOCATION
JOB TASKS
JOB OBJECTIVE
RELATIONSHIP WITH OTHER JOBS
Who is responsible for the
induction process

 HR manager
 Health and safety advisor
 Training officer
 Department or line manager
 Supervisor
 Trade union or employee representative
Points while implementing Induction
 Identify the business objectives and desired benefits.
 Agree roles and responsibilities of different players in the

process
 Secure early commitment
 Think of induction as a journey
 Engage staff prior to joining
 Respect the induction needs of different audiences
 Keep induction material up to date
 Have clear learning objectives for training sessions
 Feedback from whom who completed induction
 Exit interviews
 Monitoring queries
 Retention rates
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 is thrown into action too soon
 Wrong perception develop in short span
 Employee get so much of information in short

span of time
Advantages of Good Induction

 Employee retention.
 Create good impression
 It creates good adhesion
 Less turnover ratio
 Increase productivity
 No chaos
 Cost reduction
 It take less time to familiarise
In absence of Induction
 Low morale
 In absence of Induction
 Uneasiness of new employee in the

environment of the org.

 Poor integration in team
 Loss of productivity
 Failure to work with their highest potential
 Company image goes down
 Leads to Early leaving
The role of HR in employee induction

 Although the induction of a specific employee

is the line manager's responsibility, HR is
responsible for the company's induction
policy and for developing the full range of
induction programmes and courses.
 Personnel specialists will also implement

some aspects of induction. Finally, HR will be

responsible for the evaluation of the
induction process.
General organisational induction training checklist
1) Essential 'visitor level' safety and emergency 26) Personnel systems and records overview
procedures 27) Access to personal data
2) Washrooms 28) Time and attendance system
3) Food and drink 29) Security
4) Smoking areas and policy 30) Transport and parking
5) Timings and induction training overview 31) Creche and childcare
6) Organisational history and background overview 32) Grievance procedures
7) Ethics and philosophy 33) Discipline procedures
8) Mission statement(s) 34) Career paths
9) Organisation overview and structure 35) Training and development
10) Local structure if applicable 36) Learning Styles Self-Assessment
11) Departmental structure and interfaces 37) Multiple Intelligences Self-Assessment
12) Who's who (names, roles, responsibilities) 38) Appraisals
13) Site layout 39) Mentoring
14) Other sites and locations 40) Awards and Incentives
15) Dress codes 41) Health and Safety, and hazard reporting
16) Basic communications overview 42) Physical examinations, eye test etc.
17) Facilities and amenities 43) Emergency procedures, fire drill, first aid
18) Pay 44) Accident reporting
19) Absenteeism and lateness 45) Personal Protective Equipment
20) Holidays 46) Use, care, and issue of tools and equipment
21) Sickness 47) Other housekeeping issues
22) Health insurance 48) General administration
23) Pension 49) Restricted areas, access, passes
24) Trades Unions
25) Rights and legal issues
Summary
 Leads to improved profitability and or more positive attitudes
toward profits orientation
 Improves the job knowledge and skills at all levels of the

organization
 Improves the morale of the workforce

 Helps people identify with organizational goals

 Helps create a better corporate image

 Help prepare guidelines for work

 Aids in understanding and carrying out organization policies

 Providing information for future needs in all areas of the

organization
 Aids in development for promotion from within

 Improve labour-management relations

 Helps employees adjust to change

Bibliography
 Human resource management
…K Aswathappa

 www.induction.it
 www.businessballs.com
 www.citehr.com
 www.managementparadise.com
Any Queries?
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