HRM Induction Process
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Transcript of HRM Induction Process
INDUCTION
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HRM TIMES
First developed in early 1970’s in the U.S.
Next to Selection and Placement.
Brief introduction about the organization.
Rehabilitated in the changed surroundings.
Welcoming Process.
Also called Orientation programme.
Used by prominent Indian companies like Taj
group of Hotels, Citibank, HUL, P&G and many
more.
MeaningINDUCTION - Since 2010
Planned introduction of employees to their jobs, co workers and the organization.
INDUCTION HRM EXCLUSIVE
THEDefinition
The process of receiving and welcoming an employee when he first joins a company and giving him the basic information he needs to settle down quickly and happily and start work.
- Michael Armstrong
NEWSOBJECTIVES
To intimate them about the Mission, Aims and Objectives of
the Company.
To general information about terms and conditions of
employment..
To Stimulate Interest.
Provides Information.
To give a clear understanding of their roles and
responsibilities.
Minimizes reality shock.
To Communicate the details of the job requirements.
Date today 12/08/10
Settling smoothly of the new employees in the
job.
A well developed and organized induction will
form
a base for future training and development.
Can save high cost of recruitment and selection.
Results in integration of the new employees
with the team.
ImportanceINDUCTION - Since 2010
New Employees.
All Staff including:-
Full time.
Part time.
Specific Groups.
WHO SHOULD BE INDUCTED
INDUCTION - Since 2010
Explain the company culture
Clarify policies such as leave (sick, holiday
and special)
Pay (how often and how - cash, cheque or
direct deposit)
Breaks, hours of work and overtime policies.
Workplace Health & Safety overview.
Company hierarchy, and where the new staff
member fits in
Amenities (lunch room, sick room, toilets)
Introduction to workmates
Components of an induction programme
Procedure/ProcessINDUCTION - Since 2010
First Step
Second Step
Third Step
Fourth Step
Fifth Step
¥ Line manager/supervisor
¥ HR
¥ Safety officer
¥ Section supervisor or a nominated colleague
¥ Senior manager(s) and/or HR
¥ Training officer (or line manager
¥ Company representatives from trades unions, sports
and social clubs, etc
¥ Mentor or 'buddy'
People involvedINDUCTION - Since 2010
Key elements to Good Induction Programme
INDUCTION - Since 2010
Interactive Tailored
Well delivered
Well Structured
INDUCTION HRM EXCLUSIVE
METHODS Of INDUCTION
Formal or Informal Induction
Individual and Collective Induction
Serial and Disjunctive Induction
Investiture and Divestiture Induction
Creates favorable impression on
employees.
Creates favorable impression of the
organization.
Reduces labour turnover and
abseentism.
Exposure to all areas of the
organization.
Anxiety, confusion can be removed
through proper induction.
Develops good public image.
ADVANTAGESINDUCTION - Since 2010
What happens without an effective induction programme
Poor integration into the team
Low morale, particularly for the new employee
Loss of productivity
Failure to work to their highest potential.
Additional cost for recruiting a replacement
Wasted time for the inductor
Lowering of morale for the remaining staff
Damage to the company's reputation
Providing too much, too soon.
Pitching presentations at an
inappropriate level.
HR rather than local managers
providing all the information - it
should be a shared process.
Should not create unreasonable
expectations.
What to Avoid in an induction programme
INDUCTION - Since 2010
Comparison
Decreases the chances of attrition.
Makes employees more energetic .
Makes positive impact.
Reduces cost. Increases team
work
Increase the attrition.
Demoralizes the new entrant.
Possesses negative impact.
Increase the cost. Reduces team
work
EFFECTIVE INDUCTION NON EFFECTIVE INDUCTION
PRIYANKA KANEKAR 15.
NIKITA KANKEKAR 16.
HARISH MAURYA 21.
ELSTON MENEZES 22.
VIVEK MISHRA 25.
PRIYESH NATHANI 29.
Presented By
INDUCTION - Since 2010