Report Sa Recruitment

8/2/2019 Report Sa Recruitment

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INDUCTION & ORIENTATION

PRESENTATION BY-

Angelina O.

Bagang


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INTRODUCTION

Induction or Orientation is a

technique by which a new employee

is rehabilitated into the changed

surroundings and introduced to the

practices, polices and purposes of the

organization.

-R.P.BILLIMORIA


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DIFFERENCES :

Induction comes first and is followed byorientation.

Induction is shorter, mostly of a day while

orientation may take up to 7 days

Induction means to introduce the newemployee with all the other employees to

make him feel relaxed. He is given a preview

of the company and is more in the form of a

presentation than in the form of trainingwhich is what orientation is. Orientation

involves actual training that prepares the

employee for his job


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PURPOSE OFINDUCTION TO EMPLOYEES

To help new staff form positive first impressions, thathe/she belongs to the company, feels welcome and

supported;

To ensure that new employees get accurateinformation. Co-workers do not always give the right

answers, for whatever reasons.

To improve staff efficiency, work standards, revenue

and profits;

To develop good work habits in their new job.


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BENEFITS OFINDUCTION TO EMPLOYEES

It can help the newcomer feel welcome, relieveanxiety, and start the person toward being a

loyal, productive member of your business.

Can increase productivity and reduce short-

term turnover of staff

Health and safety rules are properly

disseminated to all staff

Can boosts confidence and improves workquality and productivity


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STEPS IN STAFF INDUCTION

Welcome to the organization

Explain about the company

Show the location/department

Give the companys manual to the new recruit

Provide details about the extent of unionism

Give details about pay benefits,holidays,leave,etc.Emphasize the importance of punctuality and attendance

Explain about future training opportunities and career

prospects

Clarify doubtsTake the employee on a guided tour

Trainee is given an information handout

Trainee takes orientation test


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HOW TO INDUCT SUCCESSFULLY

A systematic plan should be followed.

Acheck listof points to be included in induction

should be prepared

An induction booklet should be providedAnyone who is promoted or transferred from one

job to another should also be inducted.

The aim should be to convey a clear picture of

the working of the organisation.


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WHO SHOULD CONDUCT ORBE ACTIVELY INVOLVED

IN AN EMPLOYEE INDUCTION:

A. Members of HR

To prepare a welcome letter for the new hire.

To complete all pre-hire forms, set up any

necessary files including payroll and benefits,

employee handbook

To schedule the new hires organizationalorientation and communicate this information to

the manager


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B. Members of the Management

New hire's manager

To inform members of the department about the arrival of

the new employee.

Needs to ensure that the new hires workstation or officeis ready for his arrival

Supply the employee with Agenda of the day, essential

office supplies, map/floor plan, organizational and

departmental charts, reading materials (proceduresmanual); access Materials (keys, access passes, security

codes), Food and Beverage Locations


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Introduce the new hire to others. These introductionsshould include individuals from the same department aswell as employees working in other units

Senior members from various departments

To welcome the new employee

Describe briefly the primary functions of the

respective departmentsDiscuss how each unit relates to the organization as a

whole

C. Experts in Specific Fields

Salary administrators, members of training and developmentto discuss growth opportunities


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PURPOSE OF ORIENTATION

To Reduce Startup-Costs

To Reduce Anxiety

To Save Time For Supervisor & Co-

Workers

To Develop Realistic Job Expectations,

Positive Attitudes and Job Satisfaction


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TYPE OF ORIENTATION

Overview Orientation

=deals with the basic information an employee willneed to understand the broader system he or sheworks in. This Orientation includes:

government in general, the department and the

branchimportant policies and general procedures (non-job specific)

information about compensation and benefits

safety and accident prevention issues

employee and union issues (rights,responsibilities)

physical facilities


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Job-Specific Orientation

= process that is used to help employees understand thefollowing :

Function of the organization, and how theemployee fits in

job responsibilities, expectations, and duties

policies, procedures, rules and regulations

layout of workplace

introduction to co-workers and other people in thebroader organization.


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TYPES OF ORIENTATION PROGRAMME:

FORMAL INFORMAL

INDIVIDUAL COLLECTIVE

SERIAL DISJUNCTIVE

INVESTITURE DIVESTITURE


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FORMALVS. INFORMALORIENTATION

Formal orientation has a structured programme

while in informal orientation employees are

directly put on job.

Formal programme helps a new hire in

acquiring a known set of standards but informal

programme promotes innovative ideas

.

Choice depends on managements goals.


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INDIVIDUALVS. COLLECTIVE

Individual orientation preserves individual

differences while collective orientation is

likely to develop homogenous views.

Individual orientation is expensive and time

consuming.

Large firms normally have collective

orientation while smaller firms go for

individual programmes.


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SERIALVS. DISJUNCTIVE

An experienced employee inducts a new

hire in case of serial orientation.

In case of disjunctive orientation new hire

do not have predecessors to guide them.

Serial orientation maintains traditions andcustoms while disjunctive orientation

produces more inventive employees.


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INVESTITURE VS. DIVESTITURE

Investiture orientation seeks to ratify

usefulness of characteristics that the person

brings to the new job and is followed for

high level appointments.

Divestiture orientation seeks to make minor

modifications in the characteristics of new

hire and is followed for inducting new hires

into military, professional football and

religious cults.


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ORIENTATION CHECKLIST

Words of welcomeHistory of the company

Company culture

Organizational structure of the company

Sexual Harassment policyReview of job descriptions, hours and days of work, job

duties and responsibilities

Rate of pay, pay policies, and periods

Gratuities and tip reportingEmployee benefits

Break periods and meal hours


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Review of rules of conduct and employee handbook

Unforeseen absences and tardiness

Introduction to co-workers

To whom to report, when, and where

List of frequently called phone numbers

Sanitation and safety procedure

Career development and opportunities for promotion

Grounds for termination

Emergency situations


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PROBLEMS OF ORIENTATION

1. Busy or Untrained supervisor

2. Too much information

3. Overloaded with paperwork

4. Given menial tasks

5. Employee thrown into action soon

6. Wrong perceptions of employees


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Documents

Report Sa Recruitment