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Induction Process for New Employees

This document defines induction as the process of familiarizing new employees with an organization, their job, and work environment. It outlines the objectives of induction to make employees feel comfortable and productive quickly. The induction process involves three stages: anticipatory, encounter/orientation, and settling in/socialization. During orientation, employees are provided information about policies, rules, and reporting lines to help them adapt. Responsibility for induction is shared between HR, supervisors, department heads, mentors, and employee representatives. While induction requires costs like lost productivity during training, its benefits include higher job satisfaction, lower turnover, and improved performance. The document also discusses the costs and types of training programs used in organizations.

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14 views15 pages

Induction Process for New Employees

This document defines induction as the process of familiarizing new employees with an organization, their job, and work environment. It outlines the objectives of induction to make employees feel comfortable and productive quickly. The induction process involves three stages: anticipatory, encounter/orientation, and settling in/socialization. During orientation, employees are provided information about policies, rules, and reporting lines to help them adapt. Responsibility for induction is shared between HR, supervisors, department heads, mentors, and employee representatives. While induction requires costs like lost productivity during training, its benefits include higher job satisfaction, lower turnover, and improved performance. The document also discusses the costs and types of training programs used in organizations.

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Matovu23 Sharif23
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Unit 6 Induction

Prepared by Martha Namutuwa


Learning objectives

 Define Induction
 Explain the model of Induction
 Outline benefits of induction
 Explain cost of induction

2
Induction

Definitions
“First impressions last” – ability to impress the candidate in
the first days of his/her work environment.
It is a formal process of familiarising new employees with the
organisation, their job and their work.
Act or movement to accommodate an individual or group of
people as swiftly as possible and to get him/her actively
involved with his/her environment to ensure optimal
productivity.
Induction stages

 Anticipatory/induction stage
Variety of expectations by the candidate about the job , organisation based on
the encounters provided by the advertisement instrument used e.g newspaper
 Encounter/orientation stage
New employer started work and facing the reality of the job. Employer is
provided with policies rules and reporting lines. This help an employee to cope
and manage to control stress.
 settling in/socialisation stage
New worker adopt and feel like part of the organisation. Buddy or on boarding
induction programme serve as an adviser to the new employee, may help
ensure that the settling in is success.
Induction process aim to achieve the
following:
 Process aimed at making the newcomer feel at ease. Involves:
 Reducing anxiety/tension
 Creating a feeling of security
 Creating a realistic expectations on the part of the employee.
 Creating a foundation for the integration of personal and
organisational objectives.
 Making the employee become productive as soon as possible
 Employees are provided with information such as: pg 112
Objectives of the Induction program:

 To welcome staff to the organisation


 Provide staff with info to assist them to settle in and become
familiar with the working environment
 Provide new staff with overview of mission and goals of the
company.
 To ensure that new staff have an awareness of the functions
and operations of various departments within the company.
 To provide reference source and contact person that they can
access in their first few months of working.
Responsibility for induction

 Induction is not a responsibility of the Human Resource department only, but


a team effort. Page 113 for detail explanation.
 People involve in induction are as follows:

Head of
The supervisor HR department
department

Shop steward/staff
Mentor
representative

New employee
Cost and Benefits of an Induction
Programme
Cost of induction

Direct cost

Overhead cost
of induction

Intangible cost
of inductio
Benefits of an Induction Programme
 Higher job satisfaction
 Lower labor turnover
 Greater commitment to values and goals
 Higher performance as a result of faster learning times
 Reduction of absenteeism
 Improved manager/subordinate relationships
 Better understanding of company policies and procedures
 Alleviates employee anxieties
Cost of Induction Programme

Cost of Induction
 Lost days of productivity while new person is being hired.
 Overtime – people required to work longer hours in order
to meet production quotas.
 Cost of output lost during the training period of new
employees
 Cost of spoilage due to untrained labour
 Cost of direct working time involved in training new
comers.
Cost of Induction Programme

Overhead cost of Induction


 Routine costs of termination
 Replacement costs
 Training costs
 Inspection costs due to presence of untrained persons
 Cost of under-utilised capital equipment
 Maintenance costs
 Added costs due to increase occurrence of incidents.
Cost of Induction Programme

Intangible cost of Induction


 Loss of customer good due to late deliveries
 Negative effect of high turn over
 Shallow potential in labour force , due to few persons
surviving to fill more responsible jobs
 High LTO reduce teamwork
 Cost of lowering morale among the remaining employees
Training
Giving new employees or present employees the skills the
need to perform [Link] detail on page 116 60 117
Four steps in training process.
Implement
Need Instructional
the
analysis design step
programme

Feedback Evaluation of
and the training
improvement intervention
Types of training
Details page 117

On the job Informal


Apprenticeship
training learning

Job instruction
Lectures
training
The end
QUESTIONS

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