Importance of Induction from an employer’s point of view
by Elisante Yona
The objective of induction is to make the employee feel welcomed and comfortable as he / she settles down at their new work place, rather than being thrown into the deep end without understanding how to do their job or how their role fits in with the rest of the organiztion. Ideally, in large and medium sized organizations, induction is the responsibility of the Human Resources department, specifically the training division.
Research indicates that an effective induction process reduces turnover, motivates people and increases effectiveness. These programs can also play an important factor under the socialization to the organization in terms of performance, attitudes and organizational commitment.
Induction may require creative thinking. Some of the common methods practiced include: a Power Point presentation explaining the organization ’s expectations, milestones and mission, culture and values; giving out the organization CD’s / brochures, policies and procedures containing relevant and important information (for self induction); and, peer mentoring or more popularly a buddy system where a new employee is paired with an existing one in an attempt to allow the inductee to be more relaxed and ask questions freely from someone at his or her own level, as opposed to the HR department or their to-be Manager, in both a corporate and social setting. In addition to the above, a typical induction program also covers introduction to key members of staff, specific job-role training and set up of payroll details.
To fully benefit the organization and employee, the induction process should be planned ahead of time. A timetable should be prepared, giving details of the induction activities for a specific period of time for the inductee, including a named member of the staff who will be in charge for each activity. This schedule should be sent to everyone included in the program, including the new employee.
Given the above, induction is the most crucial and sensitive process to follow in any reputable and high caliber organization. A fulfilling induction process will always be cherished by the new employee and may become a very strong reason for the employee to go an extra mile to achieve the organization benchmarks. As the saying goes, “the first impression is the last impression”. Read and provide your comments, this article also is free for personal use if you wish.
From Tanzania
42by Elisante Yona
The objective of induction is to make the employee feel welcomed and comfortable as he / she settles down at their new work place, rather than being thrown into the deep end without understanding how to do their job or how their role fits in with the rest of the organiztion. Ideally, in large and medium sized organizations, induction is the responsibility of the Human Resources department, specifically the training division.
Research indicates that an effective induction process reduces turnover, motivates people and increases effectiveness. These programs can also play an important factor under the socialization to the organization in terms of performance, attitudes and organizational commitment.
Induction may require creative thinking. Some of the common methods practiced include: a Power Point presentation explaining the organization ’s expectations, milestones and mission, culture and values; giving out the organization CD’s / brochures, policies and procedures containing relevant and important information (for self induction); and, peer mentoring or more popularly a buddy system where a new employee is paired with an existing one in an attempt to allow the inductee to be more relaxed and ask questions freely from someone at his or her own level, as opposed to the HR department or their to-be Manager, in both a corporate and social setting. In addition to the above, a typical induction program also covers introduction to key members of staff, specific job-role training and set up of payroll details.
To fully benefit the organization and employee, the induction process should be planned ahead of time. A timetable should be prepared, giving details of the induction activities for a specific period of time for the inductee, including a named member of the staff who will be in charge for each activity. This schedule should be sent to everyone included in the program, including the new employee.
Given the above, induction is the most crucial and sensitive process to follow in any reputable and high caliber organization. A fulfilling induction process will always be cherished by the new employee and may become a very strong reason for the employee to go an extra mile to achieve the organization benchmarks. As the saying goes, “the first impression is the last impression”. Read and provide your comments, this article also is free for personal use if you wish.
From Tanzania
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IMPORTANCE OF INDUCTION.pdf