Career Planning

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Career Planning : 

Career Planning

Meaning : 

Meaning Orientation is the process of acquainting new employees with the organization. Orientation topics range from such basic items as the location of the company cafeteria to such concerns as various career paths within the firm. OR 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 start work. Hence we can say that induction or orientation is the process through which a new employee is introduced to the job and the organization.

Objectives : 

Objectives Induction serves the following purposes: Removes fears: A newcomer steps into an organization as a stranger. He is new to the people, workplace and work environment. He is not very sure about what he is supposed to do. Induction helps a new employee overcome such fears and perform better on the job. B. Creates a good impression: Another purpose of induction is to make the newcomer feel at home and develop a sense of pride in the organization. Induction helps him to: Adjust and adapt to new demands of the job. Get along with people. Get off to a good start.

Objectives Continued : 

Objectives Continued c. Act as a valuable source of information: Induction serves as a valuable source of information to new recruits. It classifies many things through employee manuals/handbook. Informal discussions with colleagues may also clear the fog surrounding certain issues. The basic purpose of induction is to communicate specific job requirements to the employee, put him at ease and make him feel confident about his abilities.

Steps In Induction Programme : 

Steps In Induction Programme The HR department may initiate the following steps while organizing the induction programme: Welcome to the organization Explain about the company. Show the location, department where the new recruit will work. . Give the company's manual to the new recruit. Provide details about various work groups and the extent of unionism within the company. Give details about pay, benefits, holidays, leave, etc. Emphasize the importance of attendance or punctuality. Explain about future training opportunities and career prospects. Clarify doubts, by encouraging the employee to come out with questions. Take the employee on a guided tour of buildings, facilities, etc. Hand him over to his supervisor.

Content : 

Content The areas covered in employee induction programme may be stated as follows: 1. Organisational issues History of company Names and titles of key executives. Employees' title and department. Layout of physical facilities Probationary period Products/services offered Overview of production process Company policy and rules Disciplinary procedures Safety steps Employees' handbook

Content Continued : 

Content Continued 2. Employee benefits Pay scales, pay days Vacations, holidays Rest pauses Training Avenues Counseling Insurance, medical, recreation, retirement benefit 3. Introductions To supervisors To co-workers To trainers To employee counselor

Content Continued : 

Content Continued 4. Job Duties Job location Job tasks Job safety needs Overview of jobs Job objectives Relationship with other jobs

Need for Induction : 

Need for Induction 1. When a new employee joins an orgainisation, he is a stranger to the organization and vice versa. He may feel insecure, shy and nervous in the strange situation. He may have anxiety because of lack of adequate information about the job, work procedures, organizational policies and practices, etc. Frustration is likely to develop because of ambiguity In such a case, induction is needed through which relevant information can be provided; he is introduced to old employees and to work procedures. All these may develop confidence in the candidate and he may: start developing positive thinking about the organisation. 2. Effective induction can minimize the impact of reality shock some new employees may undergo. Often, fresher’s join, the organization with very high expectations, which may be far beyond the reality. When they come across with reality, they often feel shocked. By proper induction, the newcomers can be made to 'understand the reality 'of 'the situation. Every organisation has some sort of induction programme either formally or informally. In large organisations where there are well-developed personnel functions, often induction programmes are undertaken on formal basis, usually through the personnel department. In smaller organisations, the immediate superior of the new employee may do this.

Let us try to understand the process of orientation better by going step by step through the following orientation programme being followed in “Toyota Motor Manufacturing, USA” : 

Let us try to understand the process of orientation better by going step by step through the following orientation programme being followed in “Toyota Motor Manufacturing, USA”

Slide 11: 

Orientation (it is called "assimilation") at Toyota Motor Manufacturing, USA is a case in point. While it covers traditional topics such as company benefits, it's mostly intended to socialize new employees, that is, to convert Toyota's new employees to the firm's ideology of quality, teamwork, personal development, open communication, and mutual respect. It lasts four days, as follows: Day One - The first day begins at 6:30 a.m. with an overview of the program, a welcome to the company, and a discussion of the firm's organization structure and human resource department by the firm's vice president for human resources. The vice president devotes about an hour and a half to discussing Toyota history and culture, and about two hours to employee benefits. Another two hours are then spent discussing Toyota's policies about the importance of quality and teamwork. Day Two - The second day starts with about two hours devoted to "communication training-the Toyota Motor Manufacturing way of listening." Here the importance of mutual respect, teamwork, and open communication is emphasized. The rest of the day is then devoted to general orientation issues. These include safety, environmental affairs, the Toyota production system, and the firm's library.

Slide 12: 

Day Three - This day also begins with two-and-a-half to three hours devoted to communication training, in this case "making requests and giving feedback." The rest of the day is spent covering matters such as Toyota's problem-solving methods, quality assurance, hazard communications, and safety. Day Four -. Teamwork is stressed in the morning session. Topics include teamwork training, Toyota's suggestion system, and the Toyota Team Member Activities Association. This session also covers what work teams are responsible for and how to work together as a team. The afternoon specifically covers fire prevention and fire extinguishers training. Employees thus complete the four-day orientation/assimilation/socialization process having been steeped in-and it is hoped converted to-- Toyota's ideology, in particular its mission of quality and its values of teamwork, kaizen/continuous improvement, and problem solving. That is a big step toward winning new employees' commitment to Toyota and its goals and values.

Slide 13: 

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