Importance of Induction
ARTICLE ON
IMPORTANCE OF INDUCTION IN THE
ORGANISTION
By
P.B.S. KUMAR
MANAGER-HR
B.Sc,MA(PM),MA(Ind.Eco.).MBA(HR),BGL,DLL,PGDPM
-pbskumar2000@yahoo.com
-1-
INDEX
PAGE
1. Introduction
3
2. What should we tell them ?
4
3. Who should tell them ?
5
4. When should they be told ?
6
5. Special Induction some special cases
8
6. How Induction carried out
9
7. Induction checklist
11
8. How do we measure the Induction feed back
Of New Employee
13
-pbskumar2000@yahoo.com
-2-
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
IMPORTANCE OF INDUCTION IN THE
ORGANISTION
By
P.B.S. KUMAR
MANAGER-HR
B.Sc,MA(PM),MA(Ind.Eco.).MBA(HR),BGL,DLL,PGDPM
-pbskumar2000@yahoo.com
-1-
INDEX
PAGE
1. Introduction
3
2. What should we tell them ?
4
3. Who should tell them ?
5
4. When should they be told ?
6
5. Special Induction some special cases
8
6. How Induction carried out
9
7. Induction checklist
11
8. How do we measure the Induction feed back
Of New Employee
13
-pbskumar2000@yahoo.com
-2-
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