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