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Recruitment Management - Role of Induction Process

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In this presentation, we will discuss about the importance of induction process, discuss about Maslow’s theory, various benefits of induction process for both organization and employee and various elements of induction kit.
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Recruitment Management - Role of Induction Process

  1. 1. Learning Objectives Explain the importance of the induction process from a recruiter’ point of view. Discuss the links between Maslow’s theory and Induction. State the objectives of Induction. Outline the benefits of Induction for the Organization and employee. Describe the various elements of an Induction Kit.Chapter Twelve Role of Induction 1
  2. 2. Structure1) Introduction.2) Why the Induction Programme?3) Objectives of Induction.4) Benefits of Induction.5) The Induction Team6) Induction Kit & Onboarding7) Summary.Chapter Twelve Role of Induction 2
  3. 3. 12.1 Introduction.Technically, Induction is not a part of recruitment or selection process, but as Recruiting manager, the candidate would have established a rapport with you. The new recruit is anxious about its new role in the organization and related challenges. Recruiting Manager is known to the recruit and if she actively participates in orientation or on- boarding ; other terms for induction; the process shall have a smooth start.Chapter Twelve Role of Induction 3
  4. 4. 12.1 Introduction.Transition to the new work place is made easier and more effective for both the new employees and the employer if there is an effective induction process. Analysis of employment statistics shows that the highest turnover happens in the first year of employment.The reason is improper recruitment and selection procedures as also failure to provide proper induction to the new hire on arrival.Chapter Twelve Role of Induction 4
  5. 5. 12.2 Why an Induction Programme?Induction is the first step in building a two-way relationship between the organization and the employee. It is the process of acquiring, accommodating, assimilating and accelerating new team members , whether they come from outside or inside the organization.The need for a structural induction programme is best explained through Maslow’s hierarchy of human needs like Physiological, Safety, Social, Ego and Self Actualization.Chapter Twelve Role of Induction 5
  6. 6. 12.3 Link between Needs and Induction.Physiological: First new hire wants to know his place of work, location of things and services needed, names of colleagues he has to work with.Safety: establish regular routine, know structure, aims of the organization and different departments.Social: Forming relationships with staff, sharing lunch with them, get used to procedures and slowly fit in.Chapter Twelve Role of Induction 6
  7. 7. 12.3 Link between Needs and Induction.Ego : As new hires understand their roles better and attend training they begin to gain in self respect and thus become more effective.Self Actualization : After 6 – 12 months with the right environment , new comers begin to fulfil their potential within the roles.Chapter Twelve Role of Induction 7
  8. 8. 12.4 Objectives of InductionAn induction programme should :- Integrate, as soon as possible, new employees into the organization and its environment, both socially and functionally. Explain the function, aims and objectives of the organization as a whole. Explain the specific objectives to be achieved by their departments, their personal responsibilities and expected contributions.Chapter Twelve Role of Induction 8
  9. 9. 12.4 Objectives of InductionAn induction programme should :- contd. Provide comprehensive information on – * conditions of employment, compensation structures, expense reimbursement systems, holidays etc. * catering arrangements, health & safety rules, what to do when there are problems * working arrangements, reporting relationships, software packages used. * opportunities for development * facilities for employee benefits, welfare & recreation.Chapter Twelve Role of Induction 9
  10. 10. 12.4 Objectives of InductionAn induction programme should :- contd. Facilitate the social adaptation of new employees [welcome mail, personal introductions, etc]. Be continuously monitored and evaluated. Induction programme should not contain unnecessary and inconsequential information as it does little to reassure new comer.Chapter Twelve Role of Induction 10
  11. 11. 12.5 Benefits of InductionTo the organization Financial : Good induction increases retention and reduces recruitment costs. Productivity : Well planned induction creates a feeling of ownership in new employees and this increases their productivity. Effect on existing staff : Employees become more aware of company goals and acquire coaching and presentation skills.Chapter Twelve Role of Induction 11
  12. 12. 12.5 Benefits of InductionTo the newcomer Motivational : Good induction focuses on potential growth and development within organization and how to capitalize on it. New comers work towards fulfilling their potential Training & Development : Training encourages employees to get involved and develop their future. Integration : Induction allows employees to understand accepted behaviour which helps them integrate into organization.Chapter Twelve Role of Induction 12
  13. 13. 12.6 Induction TeamThe role for implementing, supervising and evaluating induction lies with HR team and line managers have equal responsibility in the process. The Induction team should include – Immediate supervisor. HR / Employee Engagement Manager Line managers Colleagues in similar jobs. Colleagues from other departments.Chapter Twelve Role of Induction 13
  14. 14. 12.7 Induction Kit Development Programme Organization Organizational Policies Structure Procedures Induction Process Organizational Work Environment Culture Safety Values Regulations Role Responsibilities ExpectationsChapter Twelve Role of Induction 14
  15. 15. 12.7 OnboardingOnboarding is the process of acquiring, accommodating, assimilating and accelerating new team members, whether they come from inside or outside the organization.Acquire : Identify, recruit, select & get people to join the team.Accommodate : Give new team members the tools they need to do work.Assimilate : Help them join with others.Accelerate : Help them deliver better results faster.Chapter Twelve Role of Induction 15
  16. 16. 12.8 SummaryThe recruitment and selection process does not end with identifying the right person for the role.It extends to ensuring that they remain in the organization as productive and motivated employees.As a recruiting manager your role should extend to develop and implement a well structured induction programme.Chapter Twelve Role of Induction 16
  17. 17. This brings us to the end ofour current session # 12!Next +--+ we announce successful completion of our sessions In “Recruitment management” Good Luck!Chapter Twelve Role of Induction 17
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