Induction and Orientation : Induction and Orientation PRESENTATION BY-
Dharmendra Chaurasia Slide 2: CONTENTS
Differences Between Induction And Orientation
How To Induct Successfully
Who Should Induct/Orient
How To Make Induction Effective
Conclusion Slide 3: INTRODUCTION
“Induction (orientation) is a technique by which a new employee is rehabilitated into the changed surroundings and introduced to the practices, polices and purposes of the organisation.”
Employee orientation provides new employees with basic background information about the firm. Slide 4: Induction and Orientation
Do the terms really differ……………?
Induction Comes first and is followed By Orientation.
Induction is for shorter duration while Orientation is for longer duration.
Induction means introduction of the company as in the overall preview of company while Orientation is the practical overview of the company .
Induction is in the form of presentations while orientation includes introducing employee to different people of the organisation. Slide 5: OBJECTIVES
To help new staff form positive first impressions, that he/she belongs to the company, feels welcome and supported;
To assist in understanding the culture and values;
To improve staff efficiency, work standards, revenue and profits;
To improve staff morale Slide 6: NEED
Overcoming employee anxiety
Overcoming reality shock
Reducing employee turnover Slide 7: Types of orientation programme: FORMAL INFORMAL INDIVIDUAL COLLECTIVE SERIAL DISJUNCTIVE INVESTITURE DIVESTITURE FORMAL VS. INFORMAL ORIENTATION : FORMAL VS. INFORMAL ORIENTATION Formal orientation has a structured programme while in informal orientation employees are directly put on job.
Formal programme helps a new hire in acquiring a known set of standards but informal programme promotes innovative ideas.
Choice depends on management’s goals. Individual vs. collective : Individual vs. collective Individual orientation preserves individual differences while collective orientation is likely to develop homogenous views.
Individual orientation is expensive and time consuming.
Large firms normally have collective orientation while smaller firms go for individual programmes. Serial vs. disjunctive : Serial vs. disjunctive An experienced employee inducts a new hire in case of serial orientation.
In case of disjunctive orientation new hire do not have predecessors to guide them.
Serial orientation maintains traditions and customs while disjunctive orientation produces more inventive employees. Investiture vs. divestiture : Investiture vs. divestiture Investiture orientation seeks to ratify usefulness of characteristics that the person brings to the new job and is followed for high level appointments.
Divestiture orientation seeks to make minor modifications in the characteristics of new hire and is followed for inducting new hires into military, professional football and religious cults. Slide 12: How to induct successfully
A systematic plan should be followed.
A check list of points to be included in induction should be prepared
An induction booklet should be provided
Anyone who is promoted or transferred from one job to another should also be inducted.
The aim should be to convey a clear picture of the working of the organisation. Slide 13: ORIENTATION CHECKLIST
Words of welcome
History of the company
Organizational structure of the company
Sexual Harassment policy
Review of job descriptions, hours and days of work, job duties and responsibilities
Rate of pay, pay policies, and periods
Gratuities and tip reporting
Break periods and meal hours Slide 14: Review of rules of conduct and employee handbook
Unforeseen absences and tardiness
Introduction to co-workers
To whom to report, when, and where
List of frequently called phone numbers
Sanitation and safety procedure
Career development and opportunities for promotion
Grounds for termination
Emergency situations Slide 17: PROCESS HR
Representatives Organisational Issues
HR Policies and Rules
Supervisor Specific Job Location
Introduction Slide 18: STEPS IN STAFF INDUCTION
Welcome to the organization
Explain about the company
Show the location/department
Give the company’s manual to the new recruit
Provide details about the extent of unionism
Give details about pay benefits,holidays,leave,etc.
Emphasize the importance of punctuality and attendance
Explain about future training opportunities and career prospects
Take the employee on a guided tour
Trainee is given an information handout
Trainee takes orientation test Slide 19: WHO SHOULD CONDUCT OR BE ACTIVELY INVOLVED IN AN EMPLOYEE INDUCTION:
A. Members of HR
To prepare a welcome letter for the new hire.
To complete all pre-hire forms, set up any necessary files including payroll and benefits, employee handbook
To schedule the new hire’s organizational orientation and communicate this information to the manager Slide 20: B. Members of the Management
New hire's manager
To inform members of the department about the arrival of the new employee.
Needs to ensure that the new hire’s workstation or office is ready for his arrival
Supply the employee with Agenda of the day, essential office supplies, map/floor plan, organizational and departmental charts, reading materials (procedures manual); access Materials (keys, access passes, security codes), Food and Beverage Locations Slide 21: Introduce the new hire to others. These introductions should include individuals from the same department as well as employees working in other units
Senior members from various departments
To welcome the new employee
Describe briefly the primary functions of the
Discuss how each unit relates to the organization as a whole
C. Experts in Specific Fields
Salary administrators, members of training and development to discuss growth opportunities Slide 22: Problems OF ORIENTATION
1. Busy or Untrained supervisor2. Too much information3. Overloaded with paperwork4. Given menial tasks5. Employee thrown into action soon6. Wrong perceptions of employees Slide 23: HOW TO MAKE INDUCTION PROGRAMME EFFECTIVE
Feed forward of the possible problems and solutions
A warm and friendly welcome will reduce the possible problems
Involvement of Top Management
Determination of Information Need of the new employees
Planning the presentation of information
A phased induction programme would place the new employee at ease
Periodical follow-up and filling the gaps in the information would reduce the problems Slide 24: Attaching a colleague to the new employee for a month would reduce the new employee’s anxiety
Providing written and documented information through CDs and DVDs would make the induction programme less loaded Slide 25: Conclusion-
Therefore, we may say that induction and orientation play pivotal role in success of an organisation by acquainting a new employee to the new environment, rules and regulations which in turn helps in better performance. references : references Human Resource Management
Gary Dessler and Biju Varkkey
Human Resource Management
V S P Rao
Human Resource Management
L. M. Prasad
Personnel And Human Resource Management
P. Subba Rao
www.citehr.com Slide 27: THANK YOU