INDEX

A. INTRODUCTION............................................................................................................1
B. WHICH IS INDUCTION.....................................................................................................1
C. WHAT IT'S A PROGRAM.....................................................................................................1

D. WHAT THIS IS AN INDUCTION PROGRAM

E. OBJECTIVES....................................................................................................................2
1. Objective general...........................................................................................................2
2. Objectives specific
F. PHASE OF THE SELECTION PROCESS........................................................................3

G. RESPONSIBILITY FROM THE INDUCTION PROGRAM.

H. TYPES OF INDUCTION.................................................................................................5
I. PHASES FOR THE DESIGN OF AN INDUCTION PROGRAM...........................7
J. BENEFITS7
K. STAGES OF AN INDUCTION PROGRAM.........................................................8
L. REINDUCTION............................................................................................................12
1. ACTIVITIES TO BE DEVELOPED:15
2. DOCUMENTATION INTERNAL:16
3. RISKS:..................................................................................................................16
4. POINTS OF CONTROL:.........................................................................................16
FLOWCHART.........................................................................................................17
M. CONCLUSIONS.....................................................................................................18
N. BIBLIOGRAPHY............................................................................................................19
O. WEBGRAPHY................................................................................................................19
P. ANNEXES.......................................................................................................................20
 A. INTRODUCTION

As people managing the areas are being trained

Human resources are discovering that some organizations leave
"on the side" they do not correctly carry out or forget the socialization process
through the implementation of an induction or orientation program of
new collaborator.

Once the desired collaborator has been recruited and selected, it is

it is necessary to guide and train him; providing him with the information and the
necessary knowledge to succeed in your new position, even
when they already have experience in the position.

According to studies, a good and correct program of

induction ensures success and effectiveness in the performance of new
collaborator, as it should also apply to the collaborators who already
they are working on a re-induction in the company in which it allows to continue

intensifying with the new goals set by the company.

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 B. WHAT IS INDUCTION

It is a process by which the individual comes to appreciate values,

the competencies, the expected behaviors, the knowledge
social skills that are essential for taking on a certain job role, and the
precise attitudes to participate as a member in the activities of a
organization.

C. WHAT IS A PROGRAM

The concept of program (a term derived from the Latin programmaque, to

It also has its origin in a Greek word and possesses multiple meanings.
It can be understood as the anticipation of what is planned to be carried out in some

scope or circumstance; the agenda offered for a speech; the

presentation and organization of the subjects of a certain course or subject;
and the description of the characteristics or stages in which they are organized

certain acts or artistic performances.

D. WHAT IS AN ORIENTATION PROGRAM

The induction program is the initial process through which one

will provide the new employee with the basic information that will allow them to

quickly integrate into the workplace. It is common for the induction

include: the values of the organization, mission, vision and objectives, policies,
working hours, days off, pay days, benefits, history of
the company, personnel services, quality, customer service and work in
team, visit to facilities, special programs, medical service
preventive among other points. This adaptation process occurs in both the
job position as in the organization.

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 E. OBJECTIVES

General objective

Facilitate the adaptation and integration process of the personnel that joins
the company, as well as fostering the development of their sense of permanence
in the company itself.

2. Specific objectives

Establish the relationships that the new employee will have with the
company.

To make the staff aware of the company's philosophy and policies.

Identify the personnel with the workforce community.

To inform the new employee about the rules of discipline and safety
industrial.

Increase group integration.

Improve communication processes.

Maximize the quality of individual contributions.

Create a favorable attitude towards the company.

Promote personal intensification with vision and goals of

company.

Save time and work for the new employee and the company.

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 F. PHASE OF THE SELECTION PROCESS

G. RESPONSIBILITY OF THE PROGRAM OF

INDUCTION.

1. From the human resources department

Prepare the program

Develop the welcome manual
Imparting the general aspects of induction
Welcome
The company
Company products
Process
Working relationships
Industrial safety and hygiene
Employee's daily routine
Tour of the facilities
Presentation between the supervisor
Conduct the evaluation interviews
Coordinate the entire program

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 2. From the supervisor

Present it with the staff of your department

Job description, duties, and regulations
Use of equipment and tools
Industrial safety at your workplace
Group Rules
Designate your "Guardian Angel"

3. From the employee

Attend with punctuality and availability

Ask questions
Respond honestly

Induction programs are usually the responsibility of the department.

of Human Resources and these can be:

FORMAL: They are of general interest, relevant to everyone or almost everyone.

the employees and those of specific interest aimed especially at the
workers in certain positions or departments.

INFORMAL: It can be a beginners group or a person from the same.

department assigned for this task. It is he who carries out the
presentations of the people directly related to the position and
presentation of the coworkers. A supervisor participating in
area and a representative from the Human Resources department is reached
an effectiveness in the induction program.

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 H. TYPES OF INDUCTION

A well-executed induction forms the basis of all expectations and

implicit commitments of the worker.

There are different ways to implement certain processes, the

which will adjust to the situation and reality to which it is intended to apply;
Currently, various types of induction are being carried out for new staff.
income, of an organization, among which stand out:

1. General Induction: It is relevant for all or almost all employees.

The worker receives a broad outline about the organization, the

information that is considered relevant for knowledge and development
from the position.

This work is under the charge of the Human Talent department, which
provides general information related to all employees,
and with the organization as a whole.

This type of induction only applies to new hires.

The Human Talent department needs information about the

following aspects:

History and evolution of the organization, its current state, objectives and
positioning.
Mission, vision, and policies of the organization
Job position to be filled, characteristics, functions
relationships with other positions, work methods used,
development expectations.
Existing regulations, codes, and instructions.

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2. Specific Induction: It is especially aimed at the workers of
certain positions or departments.

In a specific induction, all specific information must be provided.

of the job to be developed within the company, delving into everything
relevant aspect of the position. The immediate supervisor will carry out this induction

through the following actions:

Presentation among colleagues

Show the workplace
Work objectives of the area, strategy, etc.
Ratification of the job functions and provision of resources
necessary.
Forms of performance evaluation.
Personal relationships regarding the work environment, customs,
hierarchical relationships, etc.
Diagnosis of learning needs
Methods and styles of management that are used
Other relevant aspects of the position, area, or work team
Show main facilities of the company.

The most complex induction programs may include a film or

audiovisual materials about the company's history, as well as a message
recording of the directors, who can welcome the newcomers
arrived.

General induction and specific induction must complement each other in

the framework of the first 30 days for it to be effective.

I. PHASES FOR THE DESIGN OF A PROGRAM

INDUCTION

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The phases of the induction program design are: objectives, content
referred to the organization, evaluation, and monitoring. I emphasize
the follow-up since this way we ensure to receive a
feedback from the new employee and make improvements or
relevant adjustments of the program.

It is also important for the supervisor to have an interview with the new one.
employee verifying the understanding of the induction and clarifying the
points that remained unclear. It is advisable that, during the first
And in the second week, the supervisor worked with the employee to clarify.
information and any questions the employee may have and ensure their
integration into the work group.

Facilitating the description of tasks, objectives of the position and the area,
relationship with other positions, presentation to a colleague or work team and
the performance evaluation system.

Finally, let us remember that this orientation process facilitates the

adaptation to the team and the collaborator feels joy in working
in that organization and the desire to continue working in it.

J. BENEFITS

Let's talk about the benefits we gain from implementing a process of

induction, let's look at some of them:

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 The more prior information new collaborators have in
the relationship with the organization, the easier the process will be
socialization.

The more new collaborators are involved in the

activities that will be carried out in the organization, the easier it will be
integration and greater will be your commitment and your performance.

Building a sense of belonging and permanence in the

organization.

Reinforce the psychological contract by allowing the employee to form

and take part in both the task and the achievement of results.

Reduce turnover.

Save time for bosses and colleagues.

Improve employee engagement.

Lower recruitment and training costs.

Facilitate learning.

Reduce stress and anxiety in new employees.

Reduce the startup costs.

K. STAGES OF AN INDUCTION PROGRAM

First stage. Welcome: Its purpose is to receive the

new workers, welcoming them to the organization where the
the human resources department carries out different activities.

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Second stage. Introduction to the organization: The new...
worker general information of the organization to facilitate the
integration into the organization.

Third stage. Evaluation and monitoring: the purpose of this stage is

guarantee an adequate development of the induction program,
provide feedback on the program and make adjustments

Fourth stage. Teaching process: It will be carried out in such a way that it follows

the following steps:

1.-Investigate and prepare the worker

2.- Demonstrate the tasks that need to be carried out

3.-Practice the execution of operations

4.- Follow up and check if I achieved the objectives

5.-Encourage participation and facilitate integration into the organization.

The newcomer should not be overwhelmed with excessive information. It is

negative to start with the unpleasant part of your work (if there is any).
One should never ask him to perform tasks for which he is not prepared.

There is no second chance to make a good first impression.

impression

The structure of an induction is generally determined by the

next way:

Welcome (Letter Signed by the Director, Manager, the owner if it is)

possible).

Our history.

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 Our products or services.

Code of conduct for the members of the organization.

Letter from the general organization or by department.

Map of the offices and the organization.

Positions of the executives, departmental and heads who occupy them.

Staff policies.

Main rules or norms (Give them a rather ...

information that gives orders.

The work, general observations about the department, its

organization, personnel, type of work to be done, schedules, salaries and
opportunities for promotion.

It is evident then that induction is the information programmed in

systematic form. But it is convenient to clarify that induction is a
process which is detailed below:

Introduction to the personnel department, where they usually occur.

new employee reports of the following nature:

Idea of the company where you will work, its history, its organization,
among others.

General policies.

General rules.

Benefits you can enjoy.

Conduct visits to the organization's facilities.

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Introduction to the position: It is advisable that the new employee is
personally taken and presented to the one who will be his boss
immediate and also with his colleagues. Likewise, inform him and explain to him
What the job will consist of, as well as the places that need to be known such as
such as the payment place, restrooms, among others.

Technical Aids: They constitute technical aids for proper introduction,

the so-called welcome or employee brochures, in which are recorded
the topics mentioned when talking about the introduction in the unit or
department.

Based on the previous considerations, it can be said that there exist

various types of induction, among which we can mention:

Informal Induction: It is carried out through the

empirical or fortuitous inquiry of the individual or by the new ones
coworkers, without any kind of organization.

Formal Induction: It is one that is given by means of the

official communication channels of the organization and its personnel
assigned for this purpose. It should be added that the induction also has
other types within the formal such as:

Written: Such as brochures, instructions, manuals, triptychs, flyers,

among others. (Joaquín, 2002)

Audiovisual: Welcome videos and projections.

Directly: For the qualified personnel for the induction.

Standards, Policies, and Procedures

Standards: It refers to rules or restrictions.

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 Policies: They are the criteria or general guidelines for action that
determinant in explicit form to facilitate coverage of the
procedures.

L. REINDUCTION

Through induction, the aim is to facilitate the process for new employees.
of integration into the organizational culture, which should lead to productivity
and satisfaction. The re-induction aims to update employees on
relationship with social and environmental policies and reorient their integration to the

organizational culture.

It is a planned process of reorientation for the personnel involved in the

Institution when regulatory changes occur, policy modification
institutional within the legal framework.

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Re-induction is linked or "hand in hand" with training, even
some experienced employees who are placed in new positions
they may need training to perform their job well. It is possible
that internal candidates do not possess all the necessary skills, or
that may show negative habits that need to be changed. How the
Orientation and training can enhance an employee's competency.
for a position?, the balance between individual capability and needs
The details of the position are shown below:

TRAINING
Respond to How to make
Definition Systematic and scheduled activity that seeks
prepare the worker to perform their duties
assigned functions.
Objective Integrate the staff into your production process
Level Workers in general
Deadline Short term
Type of education Technical improvement

Re-induction specifically seeks to create a space for

servers:

They learn about the reforms in the organization of the State and of
its functions;
Update your knowledge regarding the emphasis of each
administration in its economic, social, and environmental policy;
They renew themselves in the face of structural and cultural changes
the entities and their dependencies;
Get informed about the new regulations regarding
human talent management.
Strengthen the sense of belonging and identity with the
company

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Induction Program
 Be aware of the achievements reached by the company in the
that they themselves have participated in, and project the actions, plans and
programs that enable the implementation of policies
governmental.
No training program provides all the benefits
potentials of the enormous thirst for knowledge that is experienced
in our new century, but the majority presents no less than four
or five of the advantages presented in the following illustration:

BENEFITS FOR THE INDIVIDUAL

It helps you in decision-making and problem-solving.

Nurture confidence, assertive positioning, and development
Positively contributes to the management of conflicts and tensions
Forge leaders and enhance communication skills
Increase the level of satisfaction with the position
It allows for the achievement of individual goals

Eliminate the fears of incompetence or ignorance

individual

BENEFITS FOR THE ORGANIZATION

Maintains the competitiveness of the organization

Increase profitability
Improve the understanding of the position and the organization for everyone

the levels
Raise the morale
Promotes identification with the organization's objectives

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 Create better image
Improve the relationship between bosses and subordinates

Help in the preparation of work guides

Help in understanding and adopting new policies
Provide information regarding future needs
Streamlines decision making and problem solving
Promotes the development of staff
Contributes to the training of leaders and executives
Increase productivity and quality of work
Helps keep costs low in many areas
Promote communication throughout the organization
Reduce tension and allows for the handling of conflict areas

BENEFITS IN HUMAN RELATIONS

Improve communication between groups and between individuals

Help in the orientation of new employees
Makes the organization's policies viable
Encourages group cohesion
Fosters a learning atmosphere
Improve the quality of the habitat in the company

ACTIVITIES TO BE DEVELOPED:

STEP Responsible ACTIVITY DESCRIPTION REGISTERS

Develop the program For each validity period, it Program and

1 Professional Special
of reinduction develop program of schedule of
of Resources
re-induction for the reinduction

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STEP RESPONSIBLE ACTIVITY DESCRIPTION RECORDS

personnel linked to the

Institution having in
Humans
tell the news
presented

Execute the plan of Organize and call for the

Professional Program and
action according to personal for the
2 Specialized in Schedule of
schedule development of the
Human Resources reinduction
established training

Deliver to the staff

qualified list of
Professional Follow up check to determine
List of
3 specialized in and evaluation of the competencies and
checkup
Human Resources trained personnel adherence of
knowledge during the
reinduction

Grade the evaluations Checklist

Carry out the tabulation
Technician to determine that it is tabulated and
4 applied to the staff
Administrative must improve and communicate communication
evaluated
to those who participated of the result

Make the decision to

accordance to the Execute the steps
Professional Schedule of
5 obtained results
Specialized reinduction
to start again previously registered

the process

2. INTERNAL DOCUMENTATION:

Reinduction program

Checklist

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 3. RISKS

Lack of awareness of rights and non-compliance with rules and duties

for absence from the re-induction session,

4. CHECKPOINTS:

The database is a mechanism to determine the personnel that attends to

the re-induction and follow up on its results.

It is a planned process of reorientation for the staff involved in the

company when regulatory changes occur, policy modification
institutional within the legal framework.

FLOWCHART

START

DEVELOP THE
PROGRAM OF
REINDUCTION

EXECUTE THE PLAN OF

ACTION IN ACCORDANCE WITH
ESTABLISHED SCHEDULE

CARRY OUT FOLLOW-UP AND

EVALUATION OF PERSONNEL
CAPABLE

CARRY OUT THE TABULATION

APPLIED TO STAFF
EVALUATED
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MAKE THE DECISION TO

 M. CONCLUSIONS

An induction program is of great importance, since the

necessary information must be properly organized into data
clear, current, and timely, it is very useful to establish bases of
any municipal function among employees, managers, and the community.

A new worker takes time to adapt to their new environment.

work, through the application of this manual, the worker will feel
more securely and confidently and will perform his work more smoothly and without

setbacks.

Having updated information also helps you to

better carry out the tasks of planting, programming, evaluation, and control.

With the execution and implementation of the proposal for a program of

induction will allow us to integrate the new and current worker into their environment

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of work, providing all the necessary and timely information for the
efficient execution of it.

N. BIBLIOGRAPHY

DIRECTING AND MANAGEMENT OF HUMAN RESOURCES, 7th ED. by author LUIS

PUCHOL
Management of Incompetents
THE FIFTH DISCIPLINE. Peter Senge

O. WEBGRAPHY

[Link]

Unable to access the content of the provided URL.

[Link]

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 P. ANNEXES

INDUCTION CONTROLLING AREA

WHO WE ARE

Dominion, founded in 1999, has grown to be a global provider today.

of multi-technological services and specialized solutions and engineering.
Dominion's fundamental mission is to help its clients achieve their
more efficient production processes, whether through outsourcing
complete with the same or by the application of solutions based on
specialized technologies and platforms.

OUR OBJECTIVE

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 We are growing steadily and profitably to position ourselves as
reference partner, through the satisfaction of our clients with
integrated services and solutions that are innovative, competitive, and of high value
added.

We seek excellence based on the following commitments:

Continuous improvement of our own processes and those of our...

clients as well as their efficient management.

The promotion of participation, involvement, and teamwork

in a pleasant and safe environment.

Responsibility and integrity of individuals in their commitment to

well done job.

Transparency in all our actions.

Respect for the environment, working to minimize any

impact.

Respect for people, for their capacity for initiative, creativity and
innovation, participation, and teamwork.

OUR MISSION

To be leaders in solutions for basic and technology infrastructures

respecting the environmental impact and working towards total
satisfaction of our customers.

OUR VISION

Our vision is the improvement of people's quality of life through

the total satisfaction of our customers. That is why we build the future
on the basis of two solid pillars:

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Specific Objective

Controlling, management control in Spanish, is a practice that ensures

that the company's objectives are met, and is responsible for design and
implementation of the relevant tools for this in different
fields

FUNCTIONS TO BE PERFORMED

Reclassification of Costs

Petty Cash Control

Equipment Assignment

Payment Control for Services and Infrastructure

Request to submit A

RECLASSIFICATION OF COSTS

The reclassification of costs consists of the balance of the account to

reclassify, must be transferred to another account, in such a way that the
presentation of the financial statements and accounting information is
as appropriate as possible.

STEPS TO CARRY OUT THE RECLASSIFICATION

Prepare the data of all active personnel and verify the departures for the period.
to reclassify

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Generate a pivot table filtering by regions/business/position

COST CENTER BY REGION

040101 LIMA
040102 AREQUIPA
040103 CUZCO
040104 TACNA
040105 JULIACA

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 COUNTRY

EXPORT EXPENSES INCURRED

Export from the Sap module the cost center to reclassify and verify the
amounts spent to generate the Z files

Preparation of Zetas

A file will be created in which each expenditure concept will be developed and reclassified according to.
account type given

This file will be uploaded to SAP leaving the account at 0

PETTY CASH

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All minor expenses made during the
week, in which each expense will need to have the respective approvals from the
Head of each area

PETTY CASH REPORT

The petty cash reconciliation will be provided weekly and the request for
Refunds will be given on Tuesdays and Fridays.

ASSIGNMENT OF EQUIPMENT

All personnel who enter will receive a mobile device which will remain with them.

The position is for exclusive work use, the equipment will be delivered.
through a charge that will contain the worker's data, the number of
mobile phone that is being assigned, the characteristics of the equipment and the value of the

same

It should be noted that there must be control over the delivered equipment and the
equipment retired, and report them to TDP to avoid penalties from
use.

DISCOUNTS

The worker who loses or misuses the provided equipment will assume the
total cost of the equipment signing a discount agreement that will be effective
in the payment of your earnings

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PAYMENT CONTROL FOR SERVICES AND INFRASTRUCTURE

The monthly payment for basic services (Water, Electricity and

Telephony) at the same time the payment of the rent for the premises reaching
negotiate the renewal of it

REQUEST TO SUBMIT

The request for a report will occur when an expense needs to be made that
exceed S/10,000 soles and will require the approval of the General Auditor,
indicating the reason for the expense and the settlement date following the next
format to request it

EVALUATION

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