Employee induction programme

1. Employee Induction Programme
-Presented By
Mayur Khatri

2. What is induction?
 Induction is process meant to help the new
employee to settle down quickly into the job by
becoming familiar with the people, the surroundings,
the job, the firm and the industry.
 Induction is the process of acquainting the new
employees with the existing culture and practices of
the new organization.
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3. What is induction for?
 To sort out all anxiety of recruited person.
 To ensure the effective integration of staff.
 History and introduction of founders.
 Understand the standards and rules (written and
unwritten) of the organisation.
 Introduction to the company/department and its
personnel structure.
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4. Contd.....
 Relevant personnel policies, such as training,
promotion and health and safety.
 To clear doubtful situation between new employee
and existing one.
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5. Who needs special attention?
 Institute leavers.
 People returning to work after a break.
 Disabled employees.
 Management trainees.
 Employees with language difficulties.
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6. Induction Programme
Before designing induction programme firm need to
decide four strategic choice.
Formal Informal
Divestiture
CollectiveIndividual
Investiture
Serial Disjunctive
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7. Who is responsible for the induction
process?
 HR manager
 Health and safety advisor
 Training officer
 Department or line manager
 Supervisor
 Trade union or employee representative
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8. Formal Induction Programme
HR
Representative
Organisational
Issues
Employee
Benefits
Introduction
Supervisor
Specific Job
Location and
Duties
Special
Anxiety
Reduction
Seminars
To Placement
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9. Points while implementing
Induction
 Identify the business objectives and desired benefits.
 Secure early commitment
 Agree roles and responsibilities of different players in
the process
 Think of induction as a journey
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10. Contd.....
 Engage staff prior to joining
 Have clear learning objectives for training sessions
 Respect the induction needs of different audiences
 Keep induction material up to date
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11. Evaluation
 Feedback from whom who completed induction
 Retention rates
 Exit interviews
 Monitoring queries
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12. Trends in Induction
 Chalk and talk session
 Questionnaire
 From practicalities to discussion about culture
 Using technologies like e-learning
 Team building exercise
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13. Problem in induction
 To keep it simple
 Supervisor is not trained enough
 Employee get so much of information in short span
of time
 Large no. of forms
 Employee is thrown into action too soon
 Wrong perception develop in short span
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14. Advantages of Good Induction
 Employee retention.
 Create good impression
 It creates good adhesion
 It take less time to familiarise
 Less turnover ratio
 Increase productivity
 No chaos
 Cost reduction
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15. In absence of Induction
 Uneasiness of new employee in the environment of
the org.
 Poor integration in team
 Low morale
 Loss of productivity
 Failure to work with their highest potential
 Company image goes down
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16. Contd.....
 Leads to Early leaving. It leads many problems like:-
a) High employee turnover
b) Lowering the morale of remaining staff
c) Additional cost for re-recruiting
d) Damage the company reputation
e) Affect new recruitment
f) Leaver’s record is affected
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17. Thank You