Importance of Induction from an Employer's Point of View
The objective of induction is to make the employee feel welcomed and comfortable as they settle down at their new workplace, rather than being thrown into the deep end without understanding how to do their job or how their role fits in with the rest of the organization. Ideally, in large and medium-sized organizations, induction is the responsibility of the Human Resources department, specifically the training division.
Research indicates that an effective induction process reduces turnover, motivates people, and increases effectiveness. These programs can also play an important role in the socialization to the organization in terms of performance, attitudes, and organizational commitment.
Induction may require creative thinking. Some of the common methods practiced include: a PowerPoint presentation explaining the organization's expectations, milestones, mission, culture, and values; distributing the organization's CDs/brochures, policies, and procedures containing relevant and important information (for self-induction); and peer mentoring or, more popularly, a buddy system where a new employee is paired with an existing one. This allows the inductee to be more relaxed and ask questions freely from someone at their own level, as opposed to the HR department or their future manager, in both a corporate and social setting. In addition to the above, a typical induction program also covers the introduction to key members of staff, specific job-role training, and setup of payroll details.
To fully benefit the organization and employee, the induction process should be planned ahead of time. A timetable should be prepared, detailing the induction activities for a specific period for the inductee, including a named member of the staff who will be in charge of each activity. This schedule should be sent to everyone included in the program, including the new employee.
Given the above, induction is the most crucial and sensitive process to follow in any reputable and high-caliber organization. A fulfilling induction process will always be cherished by the new employee and may become a very strong reason for the employee to go the extra mile to achieve the organization's benchmarks. As the saying goes, “the first impression is the last impression.” Read and provide your comments; this article is also free for personal use if you wish.
The objective of induction is to make the employee feel welcomed and comfortable as they settle down at their new workplace, rather than being thrown into the deep end without understanding how to do their job or how their role fits in with the rest of the organization. Ideally, in large and medium-sized organizations, induction is the responsibility of the Human Resources department, specifically the training division.
Research indicates that an effective induction process reduces turnover, motivates people, and increases effectiveness. These programs can also play an important role in the socialization to the organization in terms of performance, attitudes, and organizational commitment.
Induction may require creative thinking. Some of the common methods practiced include: a PowerPoint presentation explaining the organization's expectations, milestones, mission, culture, and values; distributing the organization's CDs/brochures, policies, and procedures containing relevant and important information (for self-induction); and peer mentoring or, more popularly, a buddy system where a new employee is paired with an existing one. This allows the inductee to be more relaxed and ask questions freely from someone at their own level, as opposed to the HR department or their future manager, in both a corporate and social setting. In addition to the above, a typical induction program also covers the introduction to key members of staff, specific job-role training, and setup of payroll details.
To fully benefit the organization and employee, the induction process should be planned ahead of time. A timetable should be prepared, detailing the induction activities for a specific period for the inductee, including a named member of the staff who will be in charge of each activity. This schedule should be sent to everyone included in the program, including the new employee.
Given the above, induction is the most crucial and sensitive process to follow in any reputable and high-caliber organization. A fulfilling induction process will always be cherished by the new employee and may become a very strong reason for the employee to go the extra mile to achieve the organization's benchmarks. As the saying goes, “the first impression is the last impression.” Read and provide your comments; this article is also free for personal use if you wish.