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2 induction and training
The document discusses the importance of induction and training for new employees, highlighting the need for familiarization with organizational practices and culture to enhance job performance and reduce turnover. It outlines various aspects of an effective induction program, including introducing employees to their roles, coworkers, and the organization, as well as providing necessary background information. Additionally, it emphasizes the structured training process aimed at improving specific skills and knowledge to match organizational goals, alongside the benefits of a well-implemented training policy.
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2 induction and training
- 1.
- 2. Induction Orientation Familiarization
- 3. “Induction is atechnique by which new employee is habilitated in the changed surroundings and introduced to the practices, policies, and procedures of the organization” -Billimoria-
- 4. “Introduction of newlyappointed employee to his job, to his fellow employees and to the organization by providing him relevant information so that he may not experience any difficulty in discharging his duties and responsibilities efficiently and effectively” -Strategic Approach to Human Resource Management - By Tapomoy Deb
- 5. As soonas the employee joins the new organization
- 6. Risk ofgetting fed with wrong information of the organization and people
- 7. Avoid therisk of getting affected by dissatisfied employees
- 8. To avoidfrustration, dissatisfaction and turnover
- 9. To boostmorale and improve performance
- 10. To reducefear to work among new employees.
- 11. To reduceemployee turn over
- 12. To savetime of supervisors and core-workers
- 13. To developrealistic job expectations.
- 14. To createpositive attitudes towards the employer
- 15. To createjob satisfaction
- 16. To bringan agreement between the personal goals and the organizational goals.
- 17. To buildup the confidence of the new employees so that he can be an efficient worker.
- 18. To buildup the confidence of the new employees so that he can be an efficient worker.
- 19. To giveinformation about the organization, its culture, structure, products, services, rules and regulations.
- 20. Induction/Orientation General Orientation Orientation bythe relevant department
- 21. Providing thenewly recruited employee with the background information Background Information To be familiar with the organization To perform the work satisfactorily
- 22. Vision, missionand objectives of the organization.
- 23. Company rules,regulations, procedures, practices and working hours.
- 24. Introducing theemployee handbook(If available)
- 25. Disciplinary proceduresand grievance procedures
- 26. Organizational structureand key positions
- 27. Benefits ofthe employees
- 28. Personal Qualitiesand Grooming Standards (Dress Code/Appearance/neatness)
- 31. Providing thenew employee with information needed for effective and efficient performance on the job
- 32. Introduction tothe work place and job environment
- 33. Introducing tothe new colleagues
- 34. Creating “feelat home” mentality Initial instructions on the job
- 35. Introducing amentor Providing/briefing on the job description Introduction to the immediate supervisor
- 37. Training is theact of increasing the knowledge and skills of an employee for doing a particular job Edwin.B.Flippo Training
- 38. Training emphasizesimmediate improvements in job performance.
- 39. Training helpspeople gain specific knowledge, skills, and attitudes.
- 40. Training isaimed at job-related behaviour
- 41. Changes inthe external environment 1. Technology 2. Legislations 3. Competitiveness
- 42. Changes inthe internal environment 1. New processes 2. New procedures 3. Installation of new machines and systems
- 43. Better Performance Lesser Learning Time
- 44. Minimum Supervision Reduce wastage and improve quality
- 45. Increasing moraleof employees Facilitate the management (planning, organizing, leading, and controlling)
- 46. Facilitate themanagement (planning, organizing, leading, and controlling) Standardization of methods of performing work
- 47. Standardization ofmethods of performing work Organizational stability and flexibility
- 48. Organizational stabilityand flexibility Motivation through sense of recognition
- 49. Increasing thehealth and safety aspects Reducing employee turnover
- 50. Developing a training policy Identifytraining needs Plan training Carry out training Evaluate training
- 51. Based onthe vision and Mission of the organization. Areas focused on/Skills to be improved Developing the expected results of the training
- 52. Identify theskill gap of the employees Identify the areas which show low efficiency and productivity. Identify the employees who are with negative and frustrated feelings
- 53. Plan thecontent Put an attractive title for the training Develop broachers, hand bills and other materials Plan the date, time and place of training Refreshments and meals Evaluation methods Lecturers and resource persons.
- 54. The mostcrucial part of training. Make sure that the training centre is free from disturbances such as noises Ensure that electricity is stable during the delivery of training. Ensure the participation of the target group until the end of the training.
- 55. To seewhether employees have learned something new To see whether there is a change in their attitudes To see the overall success of the training
- 56. What doyou mean by the term “training and development”?
- 57. What arethe objectives of induction?
- 58. Briefly mentionthe benefits of training for an organization
- 59. What arethe objectives of training?
- 60. Explain the“training cycle” with examples