This document discusses the importance and process of induction for new employees. Induction aims to introduce new employees to the organization, make them feel welcome, and provide information about policies, procedures, roles and responsibilities. It helps new employees adjust rapidly, reduces mistakes, and promotes a cooperative attitude. An effective induction process involves an orientation, materials like employee handbooks, and introductions to coworkers. It establishes expectations and fosters a sense of belonging within the organization.
An induction programme is the process used within many businesses to welcome new employees to the company and prepare them for their new role. Induction training should, according to TPI-theory, include development of theoretical and practical skills, but also meet interaction needs that exist among the new employees
An induction programme is the process used within many businesses to welcome new employees to the company and prepare them for their new role. Induction training should, according to TPI-theory, include development of theoretical and practical skills, but also meet interaction needs that exist among the new employees
Tamayyaz has developed a cost-effective, high quality approach to work with our clients to build and implement a fit for purpose Human Resource Management system, which can quickly add value and accommodate the future growth of your business. Every solution we provide is individually tailored to meet the specific needs of our clients.
Employee orientation: Orientation- Definition and Meaning
Purpose of Orientation
Orientation programme
Requisites of an programme effective
Problems of orientation
Orientation checklist
Evaluation of orientation programme
Employee placement
Onboarding & Orientation - How to on-board new employees. A Manual for HR and...HRM Toolshop
Is the on-boarding of new hires in your Company left to the Hiring Managers’ inspiration of the day? Do you want to help one of your clients in professionalizing their on-boarding process by offering them practical and effective on-boarding & orientation tools? Are you looking for best practices to ensure a successful integration of new employees in your company?
Step by step, this Guide describes how to thoroughly prepare the start of a new employee, organize an On-boarding Day, help the employee to get acclimatized in the new work environment, take care of the relevant post-arrival actions.
For each step in the Guide, you will be introduced to the relevant tools and templates and how to complete them: a Manual to help the Line Manager with the on-boarding process, an On-boarding Checklist, an Orientation Brochure, a Template for a First Impression Interview, and so much more.
hai its my first upload to this website please analyse and give me suggestions for any improvements beacuse i am an MBA student i want to learn something more
- Employee Training
- Employee Development
- Training and development
- Difference of training and development
- Comparison of Training and Development
- Determining Training Needs
- Training Methods
- On the Job Training
- Off the Job Training
- Process of Training and Development
- Conducting Training Need Analysis
- TNA
- Measurement of Training and Development
Employee retention is a process in which the employees are encouraged to remain with the organization for the maximum period of time or until the completion of the project
Influence Of Technology On Human Resource ManagementNavitha Pereira
Technology has transformed our lives and the way we communicate, how we learn, how we work and spend free time, in essence-it has more or less changed every aspect of human society one can think of. Undoubtedly it also affected organizations' employees and their workplaces in job design, conditions of work and other (numerous) ways. Today’s information technology has shown continuous development. Technology and HRM have a wide range of impact upon each other and therefore human resource professional should be eligible to adopt technologies that allow the re-engineering of the HR action, be prepared to maintain organizationally and work project changes caused by technology, and be able to maintain a proper managerial climate for innovative and knowledge-based organizations. HRM should be focused on the strategic objective and these strategic objectives are preparing information technology strategies to plan to fulfill the human resources strategies plan in the field of technology.
Tamayyaz has developed a cost-effective, high quality approach to work with our clients to build and implement a fit for purpose Human Resource Management system, which can quickly add value and accommodate the future growth of your business. Every solution we provide is individually tailored to meet the specific needs of our clients.
Employee orientation: Orientation- Definition and Meaning
Purpose of Orientation
Orientation programme
Requisites of an programme effective
Problems of orientation
Orientation checklist
Evaluation of orientation programme
Employee placement
Onboarding & Orientation - How to on-board new employees. A Manual for HR and...HRM Toolshop
Is the on-boarding of new hires in your Company left to the Hiring Managers’ inspiration of the day? Do you want to help one of your clients in professionalizing their on-boarding process by offering them practical and effective on-boarding & orientation tools? Are you looking for best practices to ensure a successful integration of new employees in your company?
Step by step, this Guide describes how to thoroughly prepare the start of a new employee, organize an On-boarding Day, help the employee to get acclimatized in the new work environment, take care of the relevant post-arrival actions.
For each step in the Guide, you will be introduced to the relevant tools and templates and how to complete them: a Manual to help the Line Manager with the on-boarding process, an On-boarding Checklist, an Orientation Brochure, a Template for a First Impression Interview, and so much more.
hai its my first upload to this website please analyse and give me suggestions for any improvements beacuse i am an MBA student i want to learn something more
- Employee Training
- Employee Development
- Training and development
- Difference of training and development
- Comparison of Training and Development
- Determining Training Needs
- Training Methods
- On the Job Training
- Off the Job Training
- Process of Training and Development
- Conducting Training Need Analysis
- TNA
- Measurement of Training and Development
Employee retention is a process in which the employees are encouraged to remain with the organization for the maximum period of time or until the completion of the project
Influence Of Technology On Human Resource ManagementNavitha Pereira
Technology has transformed our lives and the way we communicate, how we learn, how we work and spend free time, in essence-it has more or less changed every aspect of human society one can think of. Undoubtedly it also affected organizations' employees and their workplaces in job design, conditions of work and other (numerous) ways. Today’s information technology has shown continuous development. Technology and HRM have a wide range of impact upon each other and therefore human resource professional should be eligible to adopt technologies that allow the re-engineering of the HR action, be prepared to maintain organizationally and work project changes caused by technology, and be able to maintain a proper managerial climate for innovative and knowledge-based organizations. HRM should be focused on the strategic objective and these strategic objectives are preparing information technology strategies to plan to fulfill the human resources strategies plan in the field of technology.
Intern Department Orientation (I DO TMS)Justin Miller
I DO TMS serves as a recommended solution to a hiccup that interns viewed in the agency's on-boarding process. This process would demonstrate how each department interacts with the next as seen through the lens of a project's lifecycle. The increased understanding of department roles would yield a well-rounded intern and lend them comprehensive knowledge of agency work flow.
Dynamics Day 2013 Welcome and Opening KeynoteIntergen
Dynamics Day 2013 is focused on giving Microsoft Dynamics users the information they need to get the most out of their investments in the Dynamics range, or to help organisations who are considering any of these solutions insights into what’s possible and what’s on the roadmap in the future. This year our focus is on “making it real,” with a goal to providing practical real-world information and insights which you and your organisation can use.
This is the welcome and opening keynote. Other sessions available in our channel.
NCV 3 Business Practice Hands-On Support Slide Show - Module 5Future Managers
This slide show complements the learner guide NCV 3 Business Practice Hands-On Training by Nickey Cilliers, published by Future Managers Pty Ltd. For more information visit our website www.futuremanagers.net
On-Boarding: An Investment In Your Team - The Overture GroupThe Overture Group
Ten years ago the term “on- boarding” was not even a common corporate expression. Today it is gaining acceptance as a common part of HR vocabulary, but it should be a mutually understood term by employees and HR representatives. More importantly, it should be embraced by top management, especially for executive, management and professional level positions.
Onboarding refers to the collective processes and activities of integrating new employees. The onboarding period begins when the new employee accepts an offer and continues through the first 90 days of employment. It includes preparing for, enabling, engaging, and supporting the new employee. The process is designed to help employees adjust to the culture, embrace the values, and establish work goals and priorities
Program Developed by Trey Scarpa
The Employee Retention Handbook - by No-Fail HiringSteve Valtin
The purpose of this write-up is to help you optimize the odds that you will keep good new employees. All your hiring efforts and energy can be wasted by neglecting this vital onboarding step.
Topic Covered:
Understanding of Employee Induction.
Employee Induction Process.
Why Employee Induction is necessary?
What should be on Employee Induction Check List?
Conclusion.
An onboarding process plays a crucial role in successful onboarding of new hires and a smooth management. EMP Trust offers effective onboarding software to help out the employees & for the detailed to-do list to be followed for the fruitful onboarding, visit our page @https://www.emptrust.com/Products/employee-onboarding-software.aspx
Personnel management: Job Analysis, Job description, Induction and training P...Roshan Kumar Patel
Brief details of Job Analysis method, job description, flow chart of job recruitment process in view of an organisation and an applicant as well as various induction and training programmes
What is E-commerce; it's features,advantages & disadvantages;origin and phases of development; the Business Models; the E-commerce process; Payment systems and its security; Legal aspects; Real Examples-Amazon, Alibaba, eBay, Flipkart; Stats.& Figures for Indian GDP
Aashman Foundation Summer Internship .docxAmanHamza4
The internship opportunity I had with “Aasmaan Foundation” was a great chance for learning and professional development. Therefore, I consider myself a very lucky individual as I was provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people and professionals who led me though this internship period.
I am using this opportunity to express my deepest gratitude and special thanks to “Munish Pundir” “Director “who despite being extraordinarily busy with “her/his” duties, took time out to hear, guide, and keep me on the correct path and allowing me to carry out my internship at their esteemed organization.
I further want to thank Prof. Shikha Gera, who helped me to better understand concepts of professionalism and become a better person and employee in my life.
I would also like to thank my parents and friends who helped me a lot during my life and this internship period. I perceive this opportunity as a big milestone in my career development. I will strive to use gained skills and knowledge in the best possible way, and I will continue to work on their improvement, to attain desired career objectives. Hope to continue cooperation with all of you in the future.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
2. INDUCTION
● 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
effective communication
which seeks to build a
two way channel of
information between the
management and the employees.
3. ● 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
supervisors.
● 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.
4. Objectives Of INDUCTION
● To build up the new employee's confidence in the
company and in himself, so that he can become an
efficient worker.
● 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.
5. Significance
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.
6. 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.
7. 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.
8. Topics Covered In An
INDUCTION PROGRAMME
● Company's history, vision, mission and philosophy.
● Company's organisation structure, departments
and employee services.
● Products and services of the
company.
● Employees' benefits and
services like clubs, credit
society etc.
9. ● 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
schemes.
● Now coming up is a chart elaborating a
newcomer's activities for the first few week in
the “Citi Bank”....
10.
11. 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
report.
● The supervisor/immediate boss should welcome the
new employee to the organisation on his first day.
12. ● 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.
13. Now here is a short
example of an induction video....
14. 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
special duty.
● Orientation should be a gradual process. The
participants should not be overloaded with too much
information.
15. ● 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
organisation.