INDUCTION AND ORIENTATION

PRESENTATION BYDeep Shree Dharmendra Chaurasia

CONTENTS
1. 2. 3. 4. 5. 6.

7.
8. 9. 10. 11.

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

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.

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.

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

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

Types of orientation programme:

FORMAL
INFORMAL

INDIVIDUAL

COLLECTIVE

SERIAL

DISJUNCTIVE

INVESTITURE

DIVESTITURE

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 managements goals.

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

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 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.

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.

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

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

PROCESS
Organisational Issues HR Policies and Rules Employee Benefits Introduction Anxiety Reduction Seminar

HR Representatives

Line Supervisor

Specific Job Location And Duties Introduction

STEPS IN STAFF INDUCTION

Welcome to the organization Explain about the company Show the location/department Give the companys 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

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 hires organizational orientation and communicate this information to the manager

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 hires 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

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

Problems OF ORIENTATION
1. Busy or Untrained supervisor 2. Too much information 3. Overloaded with paperwork 4. Given menial tasks 5. Employee thrown into action soon 6. Wrong perceptions of employees

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

Attaching a colleague to the new employee for a month would reduce the new employees anxiety Providing written and documented information through CDs and DVDs would make the induction programme less loaded

ConclusionTherefore, 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

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