Explanation of Induction and Orientation

Explanation of Induction and Orientation 

 

PREFACE

  

Concepts we build by studying theory in classroom, & dimensions while observing & analyzing the business activities in real world practical and research work on business studies is an integral part of MBA program. To become an expert and to understand all concerning issues only theoretical knowledge does not provide a concrete base. Research work, report writing, term reports are also considered a significant tasks along with theoretical knowledge therefore we were assigned report on “Orientation”. This report is basically the result of our work and it plays an important role to strengthen the ethics of professionalism. By completing our report, we have gained lot of practical knowledge about the Orientation programme of any firm. 

Introduction And Background:

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.

It is defined as “Orientation is a process designed to familiarize new associates with the broad mission and function of the organization so the new employee/volunteer sees his or her job as an important part of the mission.” It can reduce start-up time, create enthusiasm, minimize anxiety, clarify performance expectations, save supervisory time, and reduce turn over. Orientation can also be an important step in determining future training needs.

Successful employee orientation is an ongoing process that helps the new person become a valuable part of the organization.

Orientation can help ensure that all new employees have an equal chance to succeed. And employees are more likely to succeed if they understand their responsibilities and rights.

First impressions are lasting impressions. Think back, do you remember the first day on the job? The most lasting impressions about an organization are formed early, within the first few months.

Most new employees are nervous about beginning a new job. The Welcome Phase should be used to reduce the employees' anxieties so that they can begin to learn. It is hard to learn about your new job and organization when you are feeling unsure about what you have gotten yourself into.

Poor orientation of new employees can cost you dearly. Those who don't start right don't tend to stick around long, either. High staff turnover means you must recruit, train and orientate new staff all over again. Staff turnover also takes a high toll on the morale of those who do stay behind.

Socialization is a process through which a new recruit begins to understand and accept the values, norms and beliefs held by others in the organization. HR department representatives help new recruits to internalize the way things are done in the

organization”. Orientation helps the newcomers to interact freely with employees working at various levels and learn behaviors that are acceptable. Through such formal and informal interaction and discussion, newcomers begin to understand how the department/ company is run, who holds power and who does not, who is politically active within the department, how to behave in the company, what is expected of them, etc. In short, if the new recruits wish to survive and prosper in their new work home, they must soon come to ‘know the ropes’.

Hence we can say that induction or orientation or socialization is the process through which a new employee is introduced to the job and the organization. In the words of Armstrong, 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.

New hire orientation signals the end of the recruitment/selection function and the beginning of the retention process. Orientation starts what we call “delivering the promise” – the promise of what was “sold” to the employee during the recruitment stage

Objectives of Induction/Orientation:

Induction Serves the Following Purposes:

a. 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.

v  The job, its content, policies, rules and regulations.

v  The people with whom he is supposed to interact. .

v  The terms and conditions of employment.

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:

v  Adjust and adapt to new demands of the job.

v  Get along with people.

v  Get off to a good start.

Through induction, a new recruit is able to see more clearly as to

what he is supposed to do, how good the colleagues are, how

important is the job, etc. He can pose questions and seek

clarifications on issues relating to his job. Induction is a positive

step, in the sense, it leaves a good impression about the

company and the people working there in the minds of new

recruits. They begin to take pride in their work and are more

committed to their jobs.

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.

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, freshers

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

funcions, 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.

Designing an Induction Programme

Steps in Induction Programme

The HR department may initiate the following steps while

organizing the induction program:

v  Welcome to the organization

v  Explain about the company.

v  Show the location department where the new recruit will

work.

v  Give the company’s manual to the new recruit.

v  Provide details about various work groups and the extent

of unionism within the company.

v  Give details about pay, benefits, holidays, leave, etc.

v  Emphasize the importance of attendance or punctuality.

v  Explain about future training opportunities and career

prospects.

v  Clarify doubts, by encouraging the employee to come out

with questions.

v  Take the employee on a guided tour of buildings, facilities,

etc.

v  Hand him over to his supervisor.

Placement

After all the formalities are completed, the candidates are placed

on their jobs initially on probation basis. The probation period

may range from three months to two years. During this period,

they are observed keenly, and when they complete this period

successfully, they become the permanent employees of the

organization. After a candidate is selected for employment, he is

placed on the job. Initially, the placement may be on probation,

the period of which may range from six months to two years.

After selecting a candidate, he should be placed on a suitable

job. Placement is the actual posting of an employee to a specific

job. It involves assigning a specific rank and responsibility to an

employee. The line manager takes the placement decisions after

matching the requirements of a job with the qualification of a

candidate. Most organizations put new recruits on probation

for a given period of time, after which their services are

confirmed. During this period, the performance of the

probationer is closely monitored. If the new recruit fails to

adjust himself to the job and turns out poor performance, the

organization may consider his name for placement elsewhere.

Such second placement is called differential placement. Usually

the employees’ supervisor, in consultation with the higher

levels of line management, takes decisions regarding the future

placement of each employee. Placement is an important human

resource activity. If neglected, it may create employee adjustment

problems leading to absenteeism, turnover, accidents, poor

performance, etc. The employee will also suffer seriously. He

may quit the organization in frustration, complaining bitterly

about everything. Proper placement is, therefore, important to

both the employee and the organization. The benefits of

placements may be summarized thus as:

Major Benefits of Proper Placement

The employee is able to:

v  Show good results on the job.

v  Get along with people easily.

v  Keep his spirits high, report for duty regularly.

v  Avoid mistakes and accidents.

Conclusion:

After a candidate is selected for employment, he is placed on the

job. Initially, the placement may be on probation, the period of

which may range from six months to two years. After successful

completion of the probation period, the candidate may be

offered permanent employment.

Now we know why after the initial placement of the candidate

on the job, his induction is necessary. Induction is a technique

by which a new employee is rehabilitated into the changed

surroundings and introduced to the purposes, policies and

practices of the organization, employee’s job and working conditions, salary, perks, etc. In other words, it is the process of introducing the employee to the organization and vice versa.

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