The document discusses the differences between induction and orientation for new employees. Induction is a shorter process that occurs on the employee's first day to welcome them and introduce them to coworkers. Orientation is a more formal and longer process that occurs after induction and helps employees adjust to their new position and work environment over a period of weeks. The document also discusses factors that affect employee retention such as organizational culture, communication, compensation and benefits, career development opportunities, and work-life balance.

2. INTRODUCTION
Induction
• Induction basically refers to welcoming a new employee in the
organization.
• This process officially introduces a fresh recruit in the organization
so that they formally take charge of their position. In this process,
the newcomers are provided an opportunity to learn about the
organization and get to known their co-workers as well as the
workplace.

3. INTRODUCTION
Orientation
• The orientation process is carried out to assist the new employees in
adjusting to their position, department, responsibilities and the work
environment.
• This process is more formal in nature and extends over a longer time
period as organizations spend a few weeks or often, even a month on
the orientation of their new employees.

4. DIFFERENCE BETWEEN INDUCTION AND
ORIENTATION
I N D U C T I O N
• Induction is the process
of welcoming new
employees into the
organization and
officially making them a
part of the organization.
• Induction is of a shorter
duration and is typically
carried out on only the
day the employee
formally joins the
organization.
O R I E N T A T I O N
• Orientation is a more
formal process that occurs
after induction and is
carried out to help the
employees adjust to their
position and the work
environment.
• Orientation, however,
extends for longer time
periods and may often be
carried out for a few
weeks.

5. I N D U C T I O N
• Induction typically occurs first
• In the induction process, the
employee is introduced to other
employees and the work
environment to make them feel at
ease in the new setting.
Employees are provided a
preview about their jobs and the
company so that they know the
kind of people and environment
they will be working with.
• Induction is an informal process
O R I E N T A T I O N
• It is done after induction
• In the orientation process, the
employees are made familiar
with the work environment,
machines, tools and tasks that
they are supposed to carry out.
• Orientation is more formal in
nature.

6. RETENTION
• Organizations need to keep their best employees around
to thrive.
• This is the goal of employee retention. Employee
retention refers to the strategies an organization develops
to mitigate employee turnover risks and the processes it
puts in place to retain its critical talent. Employee
retention is a leading challenge for organizations and HR
departments today.

7. DEFINITION
• According to Armstrong “Employee retention is the
ability of an organization to retain its best employees and
hence maintain a lower turnover. An organization can
achieve this by adopting various employee retention
programs.”
• Employee retention is typically the number of employees
any organization keeps within the same specified time
frame. Employee retention is to strategically ensure that
employees do not leave.

8. ADVANTAGES OF RETENTION
1. Retaining employees reduce training cost
2. Employee retention encourages a friendly environment and fosters bonding among the
employees.
3. It increases revenue for the organization.
4. Increased employee loyalty
5. Decreased hiring costs
6. Highly skilled workforce:When an employee is with the company for a while, they can
build their skill set and relevant experience. Rather than starting over with a new employee,
employers can build an effective workforce by using their resources for continued training
and career development among current team members.
7. Fewer transitions and employment gaps
High turnover rates can lead to a decrease in productivity. That's because when an
employee resigns, it can take some time to fill their role, which could lead to either a
gap in the position or more work for the remaining staff member
8. Improved customer relations
9. Positive company culture

9. REASONS WHY EMPLOYEE LEAVE
• Remuneration: When employee perceives the remuneration as unfair, and lower
than expectation, or lower in comparison to competitors, they quit.
• Recruitment errors: When employer fails to attract the right candidate and
positions are filled in hurry, employee quit to find a better fitting profession
• Personal attributes: Employee quit for personal reasons, they get bored, they
relocate, they do not fit in the culture, and sometimes they quit because they
distrust the leadership and lack confidence in management.
• Mismatched expectations: Employees quit when they differ in goals and
orientation with organization. Sometimes conflict is with the job assigned and not
organizational goal, other times it is just a mismatch of expectation related to
compensation and benefits.
• Scope to grow: Employees in small organization majorly quit because of narrower
scope to grow. Such employees are ambitious and high on achievement
orientation. Depending on type of organization 80% – 90 % of employee retention
rate is considered good, implying that employee turnover can be good too.

10. FACTORS AFFECTING EMPLOYEE RETENTION
Quoting Logan (2000) six factors primarily responsible for success or failure of employee retention
scheme are:
I. Organizational culture: It is found that some organisations put high value on team work and
security, individual respect, and loyalty. Such organisations retain their employees for long term. On
the other hand some organisations put more emphasize on personal initiative and job performance.
Such organisations witness high rate of employee turnover.
II. Communication: Practicing open communications in organization keep the employees informed on
policy matters. Two way communications serves better in employee retention by assuring them that
their opinion is valued. Autocratic organization with closed communication channel stir up distrust
and fails in employee retention.
III. Strategy: Those organisations which strategically place itself high in the market succeeds in
retaining employees better than organization with no strategic plan and growth. Success of
organization, employee, and employee retention program are interdependent. A well planned strategy
ensures growth of organization and longevity of employees.
IV. Pay and benefits: Fair pay and competitive benefits strongly influences employee retention in any
organization. Subsidized meal, paid company holidays and covered health plan are some of the
preferred benefit package that promises greater success of employee retention plan.

11. IV)) Flexible work schedule: It is all about how much control an employee exercises
over his time. It reduces the time and role conflict and undue stress of work. It has
positive impact on employee retention as it reduces employee withdrawal syndrome and
urge to look for other job openings. Flexible work schedules allows employee to adjust
their work schedule and thus motivate them to stay longer by improving their happiness
quotient.
V) Career development system: Existing workforce looks forward to career progression
irrespective of their current role and status. Organizational structure with well defined
career path is a definite promise to retain its workforce for long time ahead. Learning
organisations keep adding to organizational goals and train their employees accordingly
to fit in new role. Career progression is must for employees to remain associated with the
organization in long run.