Induction and Orientation

Induction and Orientation : 

Induction and Orientation PRESENTATION BY- Deep Shree Dharmendra Chaurasia

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CONTENTS Introduction Differences Between Induction And Orientation Objectives Need Types Process How To Induct Successfully Who Should Induct/Orient Problems How To Make Induction Effective Conclusion

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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.” -R.P.BILLIMORIA Employee orientation provides new employees with basic background information about the firm.

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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.

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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

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NEED Overcoming employee anxiety Overcoming reality shock Accommodating employees Reducing employee turnover

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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.

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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.

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ORIENTATION CHECKLIST Words of welcome History of the company Company culture 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 Employee benefits Break periods and meal hours

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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

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PROCESS HR Representatives Organisational Issues HR Policies and Rules Employee Benefits Introduction Anxiety Reduction Seminar Line Supervisor Specific Job Location And Duties Introduction

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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 Clarify doubts Take the employee on a guided tour Trainee is given an information handout Trainee takes orientation test

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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

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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

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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 respective departments 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

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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

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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

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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

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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.authorstream.com www.citehr.com

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THANK YOU