IMPORTANCE OF INDUCTION IN THE
2. What should we tell them ?
3. Who should tell them ?
4. When should they be told ?
5. Special Induction some special cases
6. How Induction carried out
7. Induction checklist
8. How do we measure the Induction feed back
Of New Employee
IMPORTANCE OF INDUCTION
1. INTRODUCTION :
Recruitment and Training are a major cost to any organization. Employers
therefore need to maximize staff retention to ensure that this investment is not wasted. The initial impression of an Organisation on an employee usually stays with them, and it is therefore important to make this experience a positive one. Induction is a greatly neglected area of management policy which aims to achieve just this.
The New members of staff need to have a basic information about their terms and condition of employment, immediate working environment. However, this is not enough. People whatever their industry or profession, want to know how they fit into the organization as whole and how their work relates to that of other people and other departments. Naturally they also want to meet their colleagues and line managers.
All these things should be covered in an Induction Scheme. However, all too often there is no formalized system for ensuring that this takes place. Recruits are left to ‘pick things up as they go along’ or taken on the traditional handshake tour. This is simply asking the new employee to adopt an indifferent attitude towards the organisation, thereby reducing the chances of that employee staying long enough to contribute their full potential. Labour turnover cost money too. In addition it reveals an unacceptable wastage of an organisation’s human resources; the most valuable assets it has. Induction Programmes assist in reducing labour turnover by integrating new employees effectively into the organisation.
THE PROCESS OF INDUCTION:
Induction is the process by which new employees are integrated into an organisation so that they become productive as soon as possible. In order to ensure that this happens quickly and effectively, the process needs to be planned, managed and adopted into the organisation’s overall training plans.
In order to arrive at an induction action plan there are three main questions to be considered.
1. What should we tell them ?
2. Who should tell them ?
3. When should they be told ?
2. WHAT SHOULD WE TELL THEM ?
There are five main categories of information that should be given to new employees.
A. ORGANISATIONAL INFORMATION
This should include information about the Organisation including size, history, and if appropriate details of who the parent company is and / or its subsidiaries. It is important that employees know exactly who it is that they are working for.
B. PROCEDURAL INFORMATION
This comprises information concerning organisational procedures which affect all members of staff. The information provided should include: Terms and conditions of employment
Disciplinary and grievance procedures
Safety & House Keeping procedures
Rules on entering and leaving the premises.
Various Formats systems
C. JOB INFORMATION
This relates to what is necessary for a new employee to know in order to do a job effectively. The information provided should include : A job description detailing the major tasks and accountability of the job.
Details of any training which is involved.
Procedures for obtaining equipment, stationery, or tools.
A copy of relevant sections of an organisation chart as it is important to inform recruits not only of what they have to do but also why it is important and how it fits into the department and
D. PERSONAL INFORMATION
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