The Induction /

Orientation Process

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HR Functions with reference to
induction
The human resources (HR) department serves as a link
between management and employees. Specific
responsibilities of HR Dept include –

 Defining positions and related Roles

 Defining HR Policies and Guidelines
 Hiring and Recruitment
 Payroll
 Employee Career Management
 Employee Training
 Salary & Compensation
 Employee recreation
 Motivational Activities

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 HR Policies

 Leave Policy
 Attendance Policy

 Performance appraisals

 Trainings

 Compensation & Salary

 Employee Recreation

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 Appraisals
 The performance review is done bi-yearly in the organization
How do we Access You ?
The promotions in the organization are usually governed by the
following factors:
 How well an employee performed in his / her present job.
 How much potential an employee has for future responsibilities.
 How much additional knowledge he / she have acquired for further
advancement.
 Personal attribute, work habits, attitude towards self and others,
ability to get along with the team, leadership qualities, personal
contribution to the success of the company determines his / her
competence for promotion.
 Feedback given by all those who work with the employee such as
his / her superiors, subordinates, peers and the customers.

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 Trainings &
Compensation
Trainings Include –
 On-the-job training,
 Coaching,
 Classroom training
 Self trainings
 Team Trainings

Compensation & Salary –

Salary is paid on - of every month.
Salary is to be treated as confidential information and no communication is to
be done with colleagues and other staff

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 Work Culture
 Dress Code -
 Language

 Employee Addressing

 Email Utilization

 Feedback Culture

 Working Days

 Mobile use

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 What is induction?
 Induction is process meant to help the new
employee to settle down quickly into the job
by becoming familiar with the people, the
surroundings, the job, the firm and the
industry.
 Induction is the process of acquainting the
new employees with the existing culture and
practices of the new organization.

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 What is induction for?

 To sort out all anxiety of recruited person.

 To ensure the effective integration of staff.

 History and introduction of founders.

 Understand the standards and rules (written

and unwritten) of the organisation.
 Introduction to the company/department and
its personnel structure.
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Contd.....

 Relevant personnel policies, such as training,

promotion and health and safety.
 To clear doubtful situation between new
employee and existing one.

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Who needs special attention?

 Institute
leavers.
 People returning to work after a break.

 Disabled employees.

 Management trainees.

 Employees with language difficulties.

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Induction Programme
Before designing induction programme firm
need to decide four strategic choice.

Formal Informal

Individual Collective

Serial Disjunctive
Investitur
e Divestiture
Formal
ceremony of
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conferring the By: juhi gupta indore (India) 11

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and
Who is responsible for the
induction process?

 HR manager
 Health and safety advisor

 Training officer

 Department or line manager

 Supervisor

 Trade union or employee representative

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 Organisation
HR al Issues
Representative Employee
Benefits
Introduction

Special
Anxiety
Reductio To
n Placement
Seminars

Specific Job
Location and
Supervisor Duties

Formal Induction Programme

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Points while
implementing Induction
(mindset)
 Identifythe business objectives and desired
benefits.
 Secure early commitment

 Agree roles and responsibilities of different

players in the process
 Think of induction as a journey

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Contd.....

 Engage staff prior to joining

 Have clear learning objectives for training
sessions
 Respect the induction needs of different
audiences
 Keep induction material up to date

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Evaluation

 Feedback from whom who completed

induction
 Retention rates

 Exit interviews

 Monitoring queries

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Trends in Induction

 Chalk and talk session

 Questionnaire

 From practicalities to discussion about

culture
 Using technologies like e-learning

 Team building exercise

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Problem in induction

 To keep it simple
 Supervisor is not trained enough

 Employee get so much of information in short

span of time
 Large no. of forms

 Employee is thrown into action too soon

 Wrong perception develop in short span

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Advantages of Good Induction

 Employee retention.
 Create good impression

 It creates good adhesion

 It take less time to familiarise

 Less turnover ratio

 Increase productivity

 No chaos

 Cost reduction
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 In absence of Induction

 Uneasiness of new employee in the

environment of the org.
 Poor integration in team

 Low morale

 Loss of productivity

 Failure to work with their highest potential

 Company image goes down

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Contd.....

 Leads to Early leaving. It leads many

problems like:-
a) High employee turnover
b) Lowering the morale of remaining staff
c) Additional cost for re-recruiting
d) Damage the company reputation
e) Affect new recruitment
f) Leaver’s record is affected
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