The document discusses job induction and orientation programs. It defines induction and orientation, noting that induction introduces employees to new surroundings and policies while orientation provides basic background information. The document outlines the objectives and needs addressed by induction and orientation programs, such as reducing anxiety and improving efficiency. It also describes different approaches to orientation, including individual vs collective and serial vs disjunctive styles. The planning process for induction programs includes definition, development, orientation, operation, and evaluation phases. Sample induction programs from the Department of Education are presented, including schedules of activities. Common problems with orientation programs and solutions for making induction more effective are also discussed.

1. JOB INDUCTION
AND ORIENTATION
EDUC 309 HUMAN RESOURCE DEVELOPMENT
MODULE 5A
PRESENTED BY:
Maria Theresa P. Pelones, DM
Professor

2. Induction Program vs Job Orientation
RA 7784 Teacher Education Council formulation of the TIP
Difference of Induction and Orientation
Planning and Implementing of induction and
orientation program
Planning and Implementing of the induction and orientation program
Sample Induction Program of Department of Education
Problems and Solutions
Problems of Orientation Program
How to make induction and orientation program effective

3. “While it is true that
pre service training
includes one or two
semesters of practice
teaching, the term
itself seems to suggest
that the practicum is
only a Rehearsal”.
HULING AGUSTIN, 1990 SQUIRES
AND SOLIMAN , 1991
RA 7784 known as Teacher
Education Council (TEC)
A lead agency task to conceptualize,
develop and monitors the TIP before its
instutionalization by the DepEd
TEC mandates to strengthen teacher
education. To design collaboration
programs and projects that enhances pre
and in-service teacher training, retraining,
orientation and teacher development
TEC conceptualized Teacher Induction
Program after the series of zonal
conferences tiwht teacher education
institutions and other field of offices
Source: Teacher Induction Program of DepEd (2003)

4. The TIP was
conceptualize during
the 2003 Strategic
Workshop zonal
conference with
teacher education
institutions and
DepEd
The result reveals that
“ There is a need to
SYSTEMATIZE,
STRUCTURE AND
ORGANIZE”
It was suggested that
teachers within 0-3
years of experience
has to undergo the TIP
program
Source: Teacher Induction Program of DepEd (2003)

5. What’s the difference between Job Induction
and Job Orientation?
Induction Orientation
Induction and orientation are part of a program dsigned to make new employee comfortable in
the organization and learn the job he has to perform in an easy manner.
Is a technique by which new employee is
rehabilitated into the changed
surroundings and introduced to the
practices, policies and purposes of the
organization (Billimoria, n.d)
Employee orientation provides new
employees with basic background
information about the org or firm.
Induction comes fisr and is followed by orientation
Induction is for shorter duration while orientation is for longer duration (0-3 years)
Induction is an introduction of the company while orientation is a practical overview
of the company
Induction is in the form of presentations while orientation include introducing
employee to different people in the organization

6. Job Induction and Job Orientation
OBJECTIVES NEEDS
To help new staff form positive first
impression that he/she belongs to
company, feels welcome and supported
Overcoming employee anxiety
Overcoming reality shock
Assists in understanding the culture &
values
Accommodating employees
Improves efficiency, work standards,
revenue and profits
Reducting employee turnover
Improve staff morale

7. Job Orientation
FORMAL ORIENTATION INFORMAL ORIENTATION
INDIVIDUAL– preserves individual
differences, expensive and time
consuming, goes with smaller firms
COLLECTIVE – develop homogenous
views, used by large firms
SERIAL- an experience employee
inducts new hire, it maintains
tradition and customs
DISJUNCTIVE- new hire do not have
predecessors to guide them, produces
more inventive employees
INVESTITURE- seeks to ratify
usefulness of characteristics that
new hires brings to new job and
follows high level of appointments
DIVESTITURE- seeks to make minor
modification for new hire.

8. Definition Phase
Development Phase
Orientation Phase
Operation Phase
Evaluation Phase
Source: Brennen(n.d.) Planning and Implementing Induction Orientation. Educational Administration & Supervision. http://www.soencouragement.org/introduction&orientation.htm

9. Definition Phase
Establish an induction Committee
Responsible for preparing a proposal like funding restrictions, time limits,
union contracts, etc.
Gathering information using a survey
Gathering of information from teachers in the school and from outside sources like
neighboring schools
Analysing the data
Determining the needs and limitations in preparing the design for teacher induction
program
Source: Brennen(n.d.) Planning and Implementing Induction Orientation. Educational Administration & Supervision. http://www.soencouragement.org/introduction&orientation.htm

10. Development Phase
Preparation of the proposal
This includes the goals and objective of the induction program, outline of possible
activities and method of evaluation. Program must not conlfict with existing staff
development.
Approval of the proposal
The proposal must be presented to the superintendent’s for approval and shall be
presented to the school board for ratification.
Presentation of induction program
To provide opportunity to teachers to discuss their roles. The principal will be responsiblt
for implementing and coordination in the induction program.
Source: Brennen(n.d.) Planning and Implementing Induction Orientation. Educational Administration & Supervision. http://www.soencouragement.org/introduction&orientation.htm

11. Development Phase
Source: Brennen(n.d.) Planning and Implementing Induction Orientation. Educational Administration & Supervision. http://www.soencouragement.org/introduction&orientation.htm
How to Induct Successfully
1. A systematic plan should be followed
2. A checklist of points to be included in
induction should be prepared
3. An induction booklet should be provided
4. Anyone who is promoted or transferred
frome one job to another should also be
inducted
5. The aim is to convey a clear picture of the
working of the organization

12. Development Phase
Source: Brennen(n.d.) Planning and Implementing Induction Orientation. Educational Administration & Supervision. http://www.soencouragement.org/introduction&orientation.htm
STEPS in STAFF INDUCTION
1. Welcome to organization
2. Company Profile
3. Show location/ Department
4. Company Manual
5. Provide details on unionism, rewards
and incentives, leaves and benefits,
punctuality and attendance
6. Training opportunities and career
prospects
7. Clarify doubts
8. Tour
9. Give trainee information handout
10. Trainee takes orienation test

13. Orientation Phase
When hiring process is completed, HR managers will call all
the candidates
This is to welcome them and notify of the specific grade level and building assignment. The princiapl will
ask the new teacher and invite them to visit the building and make curriculum guides
Formal Orienation Progam
Will now be planned and new teachers are required to attend. It will be conducted by the
superintendent.
Source: Brennen(n.d.) Planning and Implementing Induction Orientation. Educational Administration & Supervision. http://www.soencouragement.org/introduction&orientation.htm

14. Orientation Phase
Making
Contact
School
and
Around
Town
Part of
the Big
Picture
Student
Matters
Teacher
dos and
donts
Tools and
Techniques
Conduct of first
meeting
Review of staff
handbook
(schedule,
policies,
discipline
procedure)
Introduction of
veteran
teachers, staff,
mentors
Information on
classroom
expectations
and evaluation,
clinical cycls
Source: Brennen(n.d.) Planning and Implementing Induction Orientation. Educational Administration & Supervision. http://www.soencouragement.org/introduction&orientation.htm

15. Operation Phase
!st month
Teacher’s performance will be monitored by visiting their classrooms
and initiating regular informal discussions
In the discussion
They will identify areas of iinterest and concerns that addressed individual
design program for professional growth
Do clinical supervision or staff development program

16. Evaluation Phase
End of the school year
Data will be provided upon which to base improvements of the induction program
The plan will be modified and recycled for the incoming groups of teachers
All beginning teachers
Will be surveyed regarding their impression of the components of the induction
program
Evaluation of growth achieve and discuss future plans.

17. INDUCTION PROGRAM of DepEd Gensan
To orient the newly hired teachers of their
duties and responsibilities, thrust and
programs of the department and other
matters related to their employment an
induction program is being conducted
annually.
Teacher Induction Program (TIP) is an instrument of
selecting quality teachers. It helped new teachers
understand their duties and responsibilities as well
as their rights and privileges. It refreshed
strategies, techniques and knowledge not only for
new ones but also for those who were in the field
for many years but unable to update their
professional growth.
Source: http://depedgsc.gensantos.org/2011/07/04/welcome-to-deped-gensan/

18. General Santos City Division with the Promotional Staff has been
conducting a Division Induction Program on Administrative Matters for
Newly-Appointed Teachers and Employees. It is conducted to inform and
update the newly appointed and promoted teachers and employees about
the Department’s programs, thrusts and operations, as well as their
benefits, duties and responsibilities, specifically on administrative matters
and concerns.
The purpose of the Induction Program is to develop among DepED
employees the pride, belongingness, competence, commitment, and
character in the delivery of education services such as: recruitment and
selection, reclassification of positions through ERF and Conversion, training
and development, compensation and benefits, leave administration,
personnel movement, retirement, resignation and separation from service,
and legal matters (RA 6713, RA 4670, Sexual Harassment Act).
The participants are permanent nationally-paid and locally-paid teachers and
employees appointed October 2007 to the present.
Source: http://depedgsc.gensantos.org/2011/07/04/welcome-to-deped-gensan/
INDUCTION PROGRAM of DepEd Gensan

19. PROBLEMS OF ORIENTATION
Source: Brennen(n.d.) Planning and Implementing Induction Orientation. Educational Administration & Supervision. http://www.soencouragement.org/introduction&orientation.htm
1. Busy or untrained supervisor
2. Too much information
3. Overloaded with paperwork
4. Give menial tasks
5. Employee thrown into action soon
6. Wrong perception of employees

20. How to make induction & Orientation Progam Effective
Source: Brennen(n.d.) Planning and Implementing Induction Orientation. Educational Administration & Supervision. http://www.soencouragement.org/introduction&orientation.htm
1. Feed forward of the possible problems and solutions
2. A warm and friendly welcome reduces possible problems
3. Involve top management
4. Determination of information need of the new employees
5. Planning the presentation of information
6. A phased induction program would place the new employee at ease
7. Periodical follow-up and filling the gaps in the information reduces
problems
8. Attached colleague to new employee for a month to reduce anxiety
9. Provide writen and documented information thru CDs and DVDs to make
induction program less loaded

21. Induction and Orientation
program plays a pivotal
role in the success of the
organization by
acquainting new
employees to
New environment
Rules and regulation
Which helps in producing better
and quality performance.

22. ACTIVITY 1:
Search for

23. www.authorstream.com
www.citehr.com
http://www.soencouragement.o
rg/introduction&orientation.htm
REFERENCES
Dessler, Gary (1996). Human Resource
Management
Rao, VSP ( 2006) Human Resource
Management
Prasad, L.M. (2010) Human Resource
Management
Rao, P.S. ( 2009) Personnel and Human
Resource Management
Teacher Induction Program of DepEd
(2003)