RAJESH SHETTY 47.

SAVIO FERNANDES 11.

Presented By

INDUCTION

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.

Meaning

Planned introduction of employees to their jobs,

co workers and the organization.

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

THEDefinition

Objectives

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

Importance 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.

New Employees.

All Staff including:-

Full time.

Part time.

Specific Groups.

WHO SHOULD BE INDUCTED ?

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)

Components of aninduction programme

Procedure/Process

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 involved

Interactive Tailored

Well Structured

Well delivered

Key elements to Good Induction Programme

METHODS Of INDUCTION

Formal or Informal Induction

Individual and Collective Induction

Serial and Disjunctive Induction

ADVANTAGES

Creates favorable impression on employees.

Creates favorable impression of the organization.

Reduces labour turnover and absenteeism.

Exposure to all areas of the organization.

Anxiety, confusion can be removed through proper induction.

Develops good public image.

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

Induction need not be an elaborate exercise, but it must be thought out in

advance, carried out in a timely and careful manner and evaluated to ensure

that it meets the needs of the organisation and the employee.

The benefits of a good induction programme are a more settled employee, a

more effective response to training, lower staff turnover and improved

communications and relationships generally.

CONCLUSION

THANk YOU