DIFFERENCE BETWEEN Induction and orientation -
Orientation and Induction are entirely different things
like:-
Induction Comes first and is followed By Orientation.
Induction is for shorter duration will Orientation is for
longer.
Now comes the subject matter of Induction as well as
Orientation ; Induction means introduction of the company
as in the overall preview of company it's more in the form of
presentations while Orientation is the practical overview of
the company that is it includes introducing employee do
diffent people of the organisation making him more familiar
with everyone so that he get the idea that what kind of
company he will be working for and generating a level of
comfort within the organisaton.
Induction is the process of initiation into a new job or
company by which a new employee learns about and becomes
part of an organisation. Induction ranges from formal
orientation programs to informal familiarisation and social
events. Its overall purpose is to provide necessary
information, facilities and motivation to assist the employee
to adjust to the new work environment to learn the ropes
and become productive on the job. It aims to help him/her to
understand company's expectations and convey what he or
she can expect from the job and the company. It encourages
the development of loyalty and enthusiasm towards the
company and gain employee commitment.
Orientation can be completed in a day or two and is much
simpler to organise and conduct and is less time-consuming.
Induction, on the other hand, involves ongoing, systematic
training and support for new employees beginning before the
first day of work and continuing throughout the first two or
three years.
In other words, orientation is one small activity that takes
place during an overall systematic long training process
known as induction.
DDPL Induction and Orientation
Policy Statement
All new employees and transferring employees are provided with an
appropriate introduction to their employment with Dhanshree Develpoers
[Link] to cover a basic understanding of the company’s history, products,
policies and procedures. The aim is for new employees to be integrated into
the CONSTRUCTION & REAL ESTATE work environment as soon as possible.
Dhanshree Develpoers [Link] ‘S induction process includes orientation
programs, which have been designed for all employees. Orientation is seen
as an integral part of developing our culture in alignment with ‘This We
Believe’ and positioning Dhanshree Develpoers [Link] as “Best People, Best
Place”.
Purpose
The purpose of this policy is to ensure the successful implementation of a
uniform procedure for introducing new employees and help our new
employees feel part of the organisation by providing information and
assistance at the time its needed.
It is important that the induction process is consistent to ensure that all new
employees have the same induction experience and receive the same
messages. Induction if implemented effectively has the potential to reduce
turnover, absenteeism and boost morale.
Exceptions
There will be no exceptions to this policy.
Scope
This policy applies to all employees OF Dhanshree Develpoers [Link] .
A u th o r i t y a n d R e s p o n s i b i l i t y
Code of Conduct
Asia Pacific Region CC2
03/08/11
The Human Resources Director has the authority and responsibility for
ensuring that this policy is correctly implemented, is effective and properly
maintained.
Process
Induction
Responsibility of HR:
Facilitate employment requirements for new employees to fill
out and sign within their first working week (i.e. Secrecy
Agreement, Insurance, Personal Information)
Ensure the new employee is provided with documents
(including the employee handbook) necessary for employment
Ensure that an induction program is ready on the new
employee’s first working day. HR needs to
co-ordinate with their immediate managers on the orientation
program.
Provide support and act as a consultant to assist managers in
facilitating the induction process successfully.
Responsibility of the immediate manager:
Contact HR prior to a new employee’s start date to clarify
any issue and ensure the process runs smoothly from day one
Ensure office space and equipment is in place. If the new
employee is a manager, where required ensure a secretary or
personal assistant is available on the start date
Develop an induction program for the first 2 weeks of
employment, covering the right people that the new employee
should meet individually on specific topics
Inform key relationship people of the new employee and the
role they will play in the orientation process; coordinate the date
and time
A tour of company facilities and introduction to all employees
Ensure business cards are ordered, as appropriate
Code of Conduct
Asia Pacific Region CC3
03/08/11
Develop an announcement about the new employee. This
should be posted at least the day before the employee’s start
date
Organise any IS requirements, eg computers or e-mail
Ensure that necessary payroll forms are completed and
processed within two days of the new employee’s start date
Responsibility of the new employee:
Learn about Dhanshree Develpoers [Link] and actively
participate in the induction process
Participate in the orientation program
ORIENTATION PROGRAM
The orientation program contains various topics essential for
the new employees’ basic understanding of the Dhanshree
Develpoers [Link] ‘s work life. Key personnel considered to be
most familiar with the subject matter will conduct the
orientation.
On the 1st working day, the new employee will accomplish
the necessary employment papers to be administered by a
representative from the Human Resources Department.
The new employee will be briefed on the orientation program
(this may be conducted either in a training type situation or one
to one). The orientation should at least include the following:
Introduction to employees and tour of company facilities
Company's history, product and process, introduction to
key personnel
Basic company policies - Disciplinary policy -
absenteeism, lateness and high medical leaves
Payroll policy ( overtime calculation, shift and meal
allowance)
Visit Plant, Sites
Code of Conduct
Asia Pacific Region CC4
03/08/11
Training policy - On-the-job training at different
department (1 week)
Conflict of Interest; Competitors
This we Believe
MRPII
Communications Program
Benefits
Office Safety
Work Specifics / Departmental Structure / Working
relationship with other personnel
Office Procedures
Safety Procedures , Safety rules and regulations
The new employee should finish the majority of both the
induction and orientation within the first two weeks of their
employment.
Feedback should be collected and passed to the human
resources department.
Code of Conduct
Asia Pacific Region CC5
03/08/11
