Dear All Pl let me know induction programme is coming under development or training. pl explain. lAKKHANA
From Sri Lanka, Kotte
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From Sri Lanka, Kotte
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its obviously development. will write in detail tomorrow on why it is development only. kalyan kumar.
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Hi,
An induction program may consist of the following topics:
- Introduction to the organization
- Organizational culture & climate
- Certain norms, rules & regulations of organizational behavior
- Introduction to the particular job for which the person has been appointed
- Making the person aware of their authorities & responsibilities
- Making the person aware of their rights & obligations towards the organization
- Any special events & announcements made by the organization.
These are some topics that are typically included in induction programs for newly hired employees.
The main purpose is to familiarize newly hired employees with the organization. Therefore, it also serves as a developmental opportunity for individuals as they become aware of various aspects of the organization.
Regards,
yashswa
From India, Mumbai
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An induction program may consist of the following topics:
- Introduction to the organization
- Organizational culture & climate
- Certain norms, rules & regulations of organizational behavior
- Introduction to the particular job for which the person has been appointed
- Making the person aware of their authorities & responsibilities
- Making the person aware of their rights & obligations towards the organization
- Any special events & announcements made by the organization.
These are some topics that are typically included in induction programs for newly hired employees.
The main purpose is to familiarize newly hired employees with the organization. Therefore, it also serves as a developmental opportunity for individuals as they become aware of various aspects of the organization.
Regards,
yashswa
From India, Mumbai
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Hello Yashwa kindly brief me about the Organisation Culture and Climate regards parthasarathy
From India, Madras
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From India, Madras
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Hi Parth,
Organizational Culture: A set of particular procedures for performing tasks.
For example, the difference between a Marketing person in a multinational pharma company and a Marketing person in a multinational bank or banking and insurance sector. The work culture in both is different. There may also be differences within the same sector.
Organizational Climate: Refers to the working conditions and facilities provided to employees during their work.
For example, in most multinational pharma companies, various facilities are provided such as First-Class train passes, taxi fares, bus fares, incentives, and performance bonuses. On the other hand, many multinational banks and insurance companies provide similar facilities but of lower quality, such as Second-Class passes. They typically do not provide taxi fares, especially in cities like Mumbai where taxis and rickshaws are expensive. Bus fares are provided, except for individuals at higher posts in marketing, such as managerial levels.
Please clarify if I am mistaken anywhere.
Regards,
Yashswa
From India, Mumbai
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Organizational Culture: A set of particular procedures for performing tasks.
For example, the difference between a Marketing person in a multinational pharma company and a Marketing person in a multinational bank or banking and insurance sector. The work culture in both is different. There may also be differences within the same sector.
Organizational Climate: Refers to the working conditions and facilities provided to employees during their work.
For example, in most multinational pharma companies, various facilities are provided such as First-Class train passes, taxi fares, bus fares, incentives, and performance bonuses. On the other hand, many multinational banks and insurance companies provide similar facilities but of lower quality, such as Second-Class passes. They typically do not provide taxi fares, especially in cities like Mumbai where taxis and rickshaws are expensive. Bus fares are provided, except for individuals at higher posts in marketing, such as managerial levels.
Please clarify if I am mistaken anywhere.
Regards,
Yashswa
From India, Mumbai
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Hi
i hope u find it usefull
8.4.1 Induction Program with HR Head
HR department is responsible for induction and orientation of the new employee on his / her joining the organization.
HOD (HR) ensures that he/she informs all the new team members about
• Organization Structure
• HR Policy
• Terms and conditions of the employment
• Organization rules and regulations
8.4.2 Induction Program with CEO
Director covers information on
• Organization Background and People.
• Organization vision, mission, values and beliefs.
• Organization's areas of activities, objectives, targets
8.4.3 Induction Program with Dept Head
HOD (Prod) covers information on:
• Engineering culture of the Organization
• Required Technical Expertise
• Management expectation from the employee.
• Roles and Responsibilities of the employee in the immediate projects.
• Technical Training needs regarding the programming platforms have to be identified. The Director and/or Project Leaders together take this decision depending on the Projects the person is to be assigned.
8.4.4 Induction to the Quality System with MR
MR gives a detailed session on VIENNA Solutions’s quality management system.
• Reading the process Documents available on intranet.
• Sitting with MR to understand the documentation standards/ templates followed in Vienna Solutions.
meenu
From India, Jaipur
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i hope u find it usefull
8.4.1 Induction Program with HR Head
HR department is responsible for induction and orientation of the new employee on his / her joining the organization.
HOD (HR) ensures that he/she informs all the new team members about
• Organization Structure
• HR Policy
• Terms and conditions of the employment
• Organization rules and regulations
8.4.2 Induction Program with CEO
Director covers information on
• Organization Background and People.
• Organization vision, mission, values and beliefs.
• Organization's areas of activities, objectives, targets
8.4.3 Induction Program with Dept Head
HOD (Prod) covers information on:
• Engineering culture of the Organization
• Required Technical Expertise
• Management expectation from the employee.
• Roles and Responsibilities of the employee in the immediate projects.
• Technical Training needs regarding the programming platforms have to be identified. The Director and/or Project Leaders together take this decision depending on the Projects the person is to be assigned.
8.4.4 Induction to the Quality System with MR
MR gives a detailed session on VIENNA Solutions’s quality management system.
• Reading the process Documents available on intranet.
• Sitting with MR to understand the documentation standards/ templates followed in Vienna Solutions.
meenu
From India, Jaipur
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Induction wont be a part of T&D. it is just a org.Climate Warm Regards, John Jebaraj N, 9894362378
From India, Madras
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From India, Madras
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Induction activities presented as bullet points will assist the individual in need in developing their own induction plan.
From India
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From India
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Hi, Thank you for asking this question. This inquiry often comes up in normal HR discussions.
An induction program primarily falls under Training, rather than development.
Here’s why:
The induction program aligns with training, with the focus on helping employees perform their current jobs effectively. It equips new hires with essential knowledge about the company’s policies, culture, team structure, and job expectations.
Development, on the other hand, is broader and more long-term. It involves preparing employees for future roles and responsibilities through upskilling, reskilling, leadership grooming, etc.
That said, a well-structured induction program can have developmental aspects, like sessions on career progression, personal branding, or behavioral skills. This can add more value and help in long-term employee retention.
If you are looking to design a more impactful induction process or upskill your HR team to align induction with strategic HR goals, then I highly recommend Skilldeck's industry-aligned certification courses and HR consulting solutions. The added skills and insights can help you and your team build powerful training and development frameworks from the ground up.
Hope this clears the confusion!
Warm regards,
Ranzil Rego
HR Consultant | SkillDeck
From India, Vadodara
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An induction program primarily falls under Training, rather than development.
Here’s why:
The induction program aligns with training, with the focus on helping employees perform their current jobs effectively. It equips new hires with essential knowledge about the company’s policies, culture, team structure, and job expectations.
Development, on the other hand, is broader and more long-term. It involves preparing employees for future roles and responsibilities through upskilling, reskilling, leadership grooming, etc.
That said, a well-structured induction program can have developmental aspects, like sessions on career progression, personal branding, or behavioral skills. This can add more value and help in long-term employee retention.
If you are looking to design a more impactful induction process or upskill your HR team to align induction with strategic HR goals, then I highly recommend Skilldeck's industry-aligned certification courses and HR consulting solutions. The added skills and insights can help you and your team build powerful training and development frameworks from the ground up.
Hope this clears the confusion!
Warm regards,
Ranzil Rego
HR Consultant | SkillDeck
From India, Vadodara
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EMPLOYEE REFERRAL PROGRAM.doc