Induction Programme, an Orientation by the Human Resource Department
● It is concerned with introducing/orienting a new
employee to the organisation. It is the welcoming
process to make the new employees feel at home
and generate in him/her a feeling of belongingness
to the organisation.
● It is the first step in an
which seeks to build a
two way channel of
information between the
management and the employees.
● To give the new employee information and
knowledge of the company, its organisation
structure and products.
● To foster a close and cordial relationship between
the newcomers and the old employees and their
● To ensure that the newcomers do not form false
impression and negative attitude towards the
organisation or the job because the first impression is
the last impression.
● To promote among employees a feeling of
“belonging” and loyalty to the company.
Objectives Of INDUCTION
● To build up the new employee's confidence in the
company and in himself, so that he can become an
● To give him information that he
needs, such as the time to break for
lunch, where to find the canteen, the
wash room etc., what leave he is
entitled to and how to apply for it,
and so on.
The basic purpose is to introduce the new employee
and the organisation to each other, to help them
become acquainted, and to help them accommodate
each other. The employee is explained what is
expected of him and is also told the rules, regulations,
policies and procedures that directly affect him. He is
made aware of his own duties and responsibilities,
and to whom he should look for when he has any
problem or difficulty.
This shows how significant it is to properly induce
an employee to his work and the organisation itself.
Careful introduction to his job will make his
adjustment to the job more rapid, his mistake
fewer and his attitude more co-operative which
will be in the best interest of the organisation
and the personnel as well.
Benefits Of Induction
● Helps in knowing the organisation, executives and
other people and all their expectations.
● Explains how he and his unit fits into the “BIG
PICTURE” and fosters an uniform understanding.
● Builds a positive attitude for the organisation.
● Forms a two-way bond with the organisation.
● Instils a sense of belongingness in the newcomer.
Topics Covered In An
● Company's history, vision, mission and philosophy.
● Company's organisation structure, departments
and employee services.
● Products and services of the
● Employees' benefits and
services like clubs, credit
● Personnel policies and procedures.
● Standing orders.
● Rules and regulations.
● Terms and conditions of service.
● Grievance procedure and safety measures.
● Training & Counselling facilities.
● Transfer and promotion/career advancement
● Now coming up is a chart elaborating a
newcomer's activities for the first few week in
the “Citi Bank”....
General Practices And Procedure
Induction can be an informal act in small firms or
formal lasting for 2-4 weeks in case of big ones. Even if
an elaborate orientation is due after few weeks, an
immediate informative introductory induction should be
provided in the beginning.
The procedure usually consists these steps:
● The newcomer should get a definite time and place to
● The supervisor/immediate boss should welcome the
new employee to the organisation on his first day.
● Information about working hours, vacations,
probationary period, suggestion system, etc. should be
conveyed to the employee.
● Departmental orientation includes introduction to the
department, functional and job instructions and
personnel to look for help and guidance if any problem.
● Verbal explanations supplemented with a wide variety
of printed material, employee handbook, pamphlates
etc., alongwith short guided tour.
● The induction program is to be handled by one who is
fully conversant with the course contents. The success
of this course depends upon the quality of trainers.
Now here is a short
example of an induction video....
Tips For Effective Induction
● Orientation should be thoroughly planned and those
conducting it should give due attention to specific
problems faced by new employees.
● Supervisors should be trained in the art of orientation of
new workers. Thus, induction should be treated as a
● Orientation should be a gradual process. The
participants should not be overloaded with too much
● The new employee should be informed about the
rules that apply to him as well as the specific work
situation and job requirements.
● Human side is the most important part of orientation.
Therefore, first of all the new employee should be
introduced to the people with whom he will work- his
colleagues, superiors and subordinates.
● The supervisors should answer
the questions and clarify the
doubts that the employee may
have about the job or the