Inducting and Socializing

8/7/2019 Inducting and Socializing

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Inducting and Socializing

new employees


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Organisations like individuals have their unique

personality. They have their own culture. This includes

longstanding and often:

- unwritten rules and regulations,- a special language that facilitates communication

among members,

- Shared standards ofrelevance regarding thecritical aspects of the work that is to be done,

- Matter-of-fact prejudices,


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- standards for social etiquette and behavior,

- Established customs for how members should

relate to peers, subordinates, superiors, andoutsiders, and

- Other traditions that clarify to members what

is appropriate and smart behavior within the

organisation and what is not.


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This calls for giving proper orientation to the new

employees on socializing norms to shape theirbehavior and actions in line with the philosophyand culture of the org.

This is basically molding people to internalize the

systems and practices of the org. to feelcomfortable with.

A new employee irrespective of his knowledgeand competencies needs to understand,

appreciate and acclimatize himself with theculture of the org. in order to become effective atwork.


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Induction

The process of welcoming, acclimatization,

acculturation and indoctrination.

It involves in introducing a new employee tothe activities of the org. and to his work unit

to make him more comfortable and effective

in the new environment.

It helps the new entrants to get rid of their

apprehensions, anxiety and unknown feeling

in a new org.


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A good induction prg. will familiarize the org.s

objectives, history, philosophy, proceduresand rules, communicate relevant HR policies

such as working hours, pay procedures,

overtime

requi

rements and f

ringe benefits,

review the specific duties and responsibilities

of the new entrants, provide information on

the organisations physical facilities and

introduce the employee to his or her superiorand co-worker.


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Induction programme is a formal exercise with

a systematic programme drawn for new

entrants which they follow religiously as they

give maximum importance to this activity.


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Content of Induction prg.

Brief history and operations of the company.

Products and services of the company.

The companys or

ganisation str

uctur

e. Location of departments and employee

facilities.

Policies and procedures of the company.

Rules, regulations and daily work routines.

Grievance procedures


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Safety measures

Standing orders and disciplinary procedures

Terms and conditions of service including wages,working hours, overtime, holidays etc.

Suggestion scheme.

Benefits and services for employees

Opportunities for training, promotions, transfers,

etc.


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Induction process

A general induction

A departmental induction

A specific job induction

The duration varies from organisation to

organisation.


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Advantages of Induction

It helps to build up 2-way channel ofcommunication between mgmt and employees.

Proper induction facilitates informal relations and

teamwork among employees. Effective induction helps to integrate the new

employee into the org. and to develop a sense ofbelonging.

Induction is helpful in supplying informationconcerning the org., the job and employeefacilities.


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Proper induction reduces employee

grievances, absenteeism and labour turnover.

A formal induction p

rg. P

roves that the

company is taking a sincere interest in getting

him off to a good start.


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Socialization

Socialization in an organisational context is

basically a process of adaptation to a new

culture, values and believes of the org.


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Types of socialization programme

Formal/ Informal programme

Individual/ collective programme


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Issues in socialization

It is essential to create team spirit among thenewcomers by assigning different team basedassignments.

It gives opportunity to all the participants tointeract with each other and to develop goodinterpersonal relationship among themselves.

Senior executives should be invited to addressthe newcomers to share their experiences.Both in formal and informal ways.


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The views and comments of the new comersshould be addressed with patience and utmost

priority is to be attached to the seriousness to

the whole prg.

It is essential to dram an alignment between

the organisational goal and the individual goal.


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Process of Socialization

Pre-arrival

Encounter

metamorphosis

Productivity Commitment Turnover


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Pre-arrival Stage:

It happens before joining the org., pre-

conceived notion or developed while selection

process.

In case of experienced people, they come with

the cultural mindset of their previous org.

each individual enters with a set of values,

attitudes and expectations of their own.

Matching expectation.


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Encounter Stage

Its upon joining the org.,

Individuals confront with the reality which may

be just the reverse to their expectations about

their job, their co-workers, their boss and the org.

In case of experienced people, its essential to

make them unlearn before they learn new values,

philosophies, and culture. If not done properly, employee may feel

suffocated and incline to quit the job.


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Metamorphosis Stage

The new members must work out anyproblems discovered during the encounterstage.

This may mean going through change.

The metamorphosis is complete when thenew members have become comfortable with

the org. and their job. They have internalized the norms and

practices of new org. and work.


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Outcomes of metamorphosis stage

Increase or decrease of productivity

Commitment

Turnover.

Documents

Inducting and Socializing