CHAPTER-3 training and INDUCTION

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.
• 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
 Session -13
• Presentation by the students
 SESSION-14 CONT..

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.
• Who is responsible for the
• induction process?
•  HR manager
•  Health and safety advisor
•  Department or line manager
•  Supervisor
•  Trade union or employee representative
 PROBLEMS 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
 TRENDS IN INDUCTION
• Chalk and talk session
• Questionnaire
• From practicalities to discussion about
• culture
• Using technologies like e-learning
• Team building exercise
 ADVANTAGES OF GOOD INDUCTION

• Employee retention.
• Create good impression
• It creates good adhesion
• It take less time to familiarize
• Less turnover ratio
• Increase productivity
• No chaos
• Cost reduction
 DISADVANTAGES OF INDUCTION/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
• Low morale
• Company image goes down
• Leads to Early leaving. It leads many
• problems like:-
a) High employee turnover
b) Lowering the morale of remaining staff
c) Additional cost for re-recruiting
d) Damage the company reputation
e) Affect new recruitment
f) Leaver’s record is affected
• INFORMATION TO NEW EMPLOYEES ABOUT THE
ENVIRONMENT OF THE JOB AND THE
ORGANISATION

1. ABOUT THE COMPANY

2. ABOUT THE DEPARTMENT
3. ABOUT THE SUPERIORS, SUBORDINATES
 Session-15
what is training
• Training and Development aids in organizational
development i.e. Organization gets more effective
decision making and problem solving. It helps in
understanding and carrying out organizational
policies

Training and Development helps in developing

leadership skills, motivation, loyalty, better
attitudes, and other aspects that successful workers
and managers usually display.
 Need for training
• To match the employee specification with the
job requirements and organizational needs.
• Organizational viability and the
transformation process
• Technological advances
• Organizational complexity
• Human relations
• Changes in the job assignment
 Importance of training and development
1. Optimum Utilization of Human Resources –
2. Development of Human Resources –
3. Development of skills of employees
4. Productivity
5. Team spirit
6. Organization Culture
7. Organization Climate
8. Quality
9. Healthy work environment
10.Health and Safety
11.Morale
12.Image
13.Profitability
 BENEFITS OF TRAINING
• As the business world is continuously changing,
organisations will need to provide their employees
with training throughout their careers. If they
choose not to provide continuous training they will
find it difficult to stay ahead of the competition.
• The other benefit of training is that it will keep your
employees motivated. New skills and knowledge
can help to reduce boredom. It also demonstrates
to the employee that they are valuable enough for
the employer to invest in them and their
development.
• Training can be used to create positive attitudes
through clarifying the behaviors and attitudes
that are expected from the employee.
• Training can be cost effective, as it is cheaper
to train existing employees compared to
recruiting new employee with the skills you
need.
• Training can save the organisation money if the
training helps the employee to become more
efficient.
 The objectives of the training are -
To develop human resources for mechanization – an
indispensable condition
for increasing the agricultural production.
• To create awareness about judicious use of available
machinery and power.
• To transfer the proven technology from research institutes
to the actual users.
• To help farmers / technicians / engineering students /
extension workers etc. in
the selection, operation, repair, maintenance, management
and other aspects
of mechanization.
• To upgrade social and economic condition of
their rural youth by generating
the employment further.
• To help industries specially small sector in
transplanting the research design of
tested equipment / machines into industrial
design for the production of quality
machines.
• To encourage the energy conservation in
agriculture through various training
programmes.
The more future oriented method and more concerned with
education of the employees. To become a better performer
by education implies that management development
activities attempt to instill sound reasoning processes.
MANAGEMENT DEVELOPMENT METHOD IS FURTHER
DIVIDED INTO TWO PARTS:

ON THE JOB TRAINING –

The development of a manager's abilities can take place on the job. The four
techniques for on the job development are:
• COACHING
• MENTORING
• JOB ROTATION
• JOB INSTRUCTION TECHNIQUE (JIT)
• OFF THE JOB TRAINING –

There are many management development

techniques that an employee can take in off the job.
The few popular methods are:

• SENSITIVITY TRAINING
• TRANSACTIONAL ANALYSIS
• STRAIGHT LECTURES/ LECTURES
• SIMULATION EXERCISES
 DIFFERENT METHODS OF TRAINING
• On the Job training
As the name suggests, on the job training, is training provided during the regular
performance of duties. This can take a variety of forms including:
• The employee being guided through a task or process by a colleague or supervisor, so
that the employee knows how to perform the task and to what standard.
• Shadowing, spending time with an expert so that the employee can observe how the
expert performs their daily duties.
• Observations, the employee is observed whilst they perform their duties. At the end
of the observation, the observer will provide the employee with feedback on their
performance.
• Coaching, the employee will learn new skills (not knowledge) and have the
opportunity to practice the skills with the coach before using the skills in the
workplace. An effective coach will review the employee’s performance to ensure that
the employee uses the newly learnt skills until they become habit.
• Mentoring, the employee is partnered with an experienced employee so that they
can discuss performance. The experienced person is known as the mentor and the
employee they are partnered with we will call the mentoree. The mentoree will
discuss their performance and problems with the mentor.
OFF THE JOB TRAINING
This is training provided away from the employee’s
usual work environment and the employee will stop
their usual duties/work during the training. Off the
job training may be in the same building or off site.
This training may be provided by trainers working
for the same employer as the employees being
trained or an outside company hired by the
employer.
 Session-16
• Class assignment