Induction
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Induction refers to the process of welcoming and orienting new employees to an organization. The goals of induction include reducing employee anxiety, introducing them to company policies and culture, and ensuring they understand their roles. It involves providing information about the company, workplace, job responsibilities, and who to contact with questions. Effective induction methods include formal presentations, one-on-one meetings, and collecting feedback over an employee's first few months. While induction helps employees adjust, programs must be concise to avoid confusion or boredom among new hires.
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In today’s era businesses are growing at a very fast
pace and to be in existence every organization has
realized the fact that in order to succeed in the
current cut throat competitive market, treating
and constantly upgrading their employees has
become very essential. For this purpose job rotation
is a technique adopted by many organizations
to train their employees. The importance of
job rotation, as a mean of enhancing skills,
knowledge and abilities of an individual to
improve the overall organizational mechanics has
become evident to any organization. Job rotation
has become the need of the hour for most of the
organization and is a fast emerging domain of
research in the field of human resource.
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banking sector employees in relation to job
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employees working in the various banks situated
in Faridabad. Collected data was further
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- A vision provides long-term direction for an organization while a mission outlines how the vision will be achieved.
- Core competence refers to an organization's unique skills and capabilities. TQM aims to achieve long-term success through customer satisfaction using strategies like continual improvement and fact-based decision making.
- BPR involves fundamentally rethinking and redesigning business processes to improve performance. E
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The document discusses onboarding best practices for new hires. It defines onboarding as the process of helping new employees transition from outsiders to insiders through acquiring job, role, group and cultural knowledge. The presentation outlines a model for onboarding with four phases: pre-selection, pre-boarding, onboarding and post-hire support. It summarizes five rules for effective onboarding: don't leave learning to chance, start onboarding pre-selection, engage leaders and teams, focus on the first few months, and view onboarding as a long-term process not a single event. Following best practices in onboarding can lead to positive individual, group and organizational outcomes.
Employee induction and orientation
This is just the difference between the Induction and Orientation because many people gets confused with the two terms.
Personnel management by Prof.Saurabh S. Bhange
1. Personnel management deals with obtaining, developing, and motivating human resources to achieve organizational objectives. It involves recruitment, training, compensation and developing an organizational structure.
2. Recruitment is the process of attracting suitable candidates to apply for jobs within an organization. It helps create a talent pool for selection.
3. Orientation introduces new employees to their jobs, coworkers, and the organization. It aims to help new hires adjust quickly and be productive through communicating key information.
Placement and induction in HRM
This ppt. includes in brief about "Placement and Induction" topics of HRM :-
1.Introduction and meaning about placement
2.Importance of placement and induction
3.objectives of placement and induction
4.Procedure of placement and induction
5. Socialization concept in HRM
Human resource Recruitment and Selction
The document discusses recruitment and selection practices. It covers the goals of recruitment as attracting qualified applicants and discouraging unqualified ones. It also discusses constraints, diversity efforts, factors influencing recruitment, and the advantages and disadvantages of internal and external recruitment sources. Finally, it covers socializing and placing new hires, including purposes, processes, and considerations for developing socialization programs.
Employeeorientationpptfinal 12594256372376-phpapp01
This document discusses employee orientation. It defines orientation as introducing new employees to their jobs, coworkers, and organization. The purpose is to help employees start comfortably and effectively by reducing costs, anxiety, and turnover. An effective orientation program makes employees feel welcome and expedites proficiency through repetition, excitement, and informal activities like games. It provides information on job duties, policies, benefits and more. Common problems include information overload, irrelevance, and lack of evaluation. The document also discusses evaluating orientation programs and properly placing employees in jobs that match their skills.
Rahmatullah
Orientation is a systematic introduction of new employees to their jobs, coworkers, and organization. It aims to make employees feel comfortable and provide necessary information to function effectively. An orientation program typically covers company background, policies, procedures, roles and responsibilities. It is important to give new employees a good first impression through a well-planned orientation process that reduces anxiety and accelerates job proficiency.
Training devolopment
The document discusses employee socialization, training, and development. It covers:
- Socialization helps new employees adapt to their new roles and organizations through a process of adjusting expectations and learning new norms.
- Training involves developing employee knowledge, skills, and attitudes to improve job performance. It can cover various topics from company policies to technical skills.
- Development focuses more on future roles and long-term skills rather than just current job requirements. It aims to create a flexible workforce prepared for future growth.
Regular training and development helps organizations by improving performance, reducing costs, increasing motivation and retention, and allowing for succession planning.
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UNCTAD
The United Nations Conference on Trade and Development (UNCTAD) was established in 1964 to provide a forum for developing countries to discuss economic development issues. UNCTAD aims to maximize trade, investment, and development opportunities for developing nations. It works on issues like protectionism, commodity and manufacturing trade, aid, and international monetary reform. UNCTAD has 195 member states and 400 staff, and reports to the UN General Assembly and Economic and Social Council. It convenes global conferences every four years.
Indifference curve and budget line
This document provides an overview of indifference curves and their properties. It discusses that indifference curves show different combinations of goods that provide the same level of satisfaction to a consumer. The document outlines several key assumptions of indifference curves, including that consumers have stable preferences and act rationally given prices and income. It then describes properties such as indifference curves being downward sloping and convex. Finally, it briefly discusses indifference maps, budget lines, and how budget lines are tangent to indifference curves at the point of consumer equilibrium.
Foreign direct investment in India
Foreign direct investment (FDI) occurs when a company or individual from one country makes a substantial long-term investment in a business located in another country. FDI brings not only capital but also skills and technology. India allows FDI through both an automatic route that does not require government approval and a government route that does require approval. While FDI is allowed in most sectors and can be up to 100% in some industries, it is prohibited in sectors like atomic energy, gambling, real estate, and tobacco. The advantages of FDI for India include increased employment, economic growth, human resource development, infrastructure development, and access to finance and technology, while potential disadvantages include loss of small businesses and cultural changes.
PP curve/ PP frontier
The production possibility frontier (PPF) or curve shows the maximum combinations of two goods an economy can produce while making full use of limited resources. It demonstrates the key economic problem of scarcity, showing that increasing output of one good requires reducing the output of the other as they compete for the same finite resources. The PPF assumes fixed resources and technology, and depicts the tradeoffs between alternative levels of two goods or services an economy can choose from but cannot have both at the same time.
Economies and Diseconomies of scale
include meaning, takeaway, sources, advantages and disadvantages of economies and diseconomies of scale.
Leasing & Hire purchase
it contains meaning, features, and difference between financial lease and hire purchase and types of financial lease and hire purchase
Balance of payment
The document discusses the balance of payments and balance of trade. It defines balance of payments as the record of all monetary transactions between a country and other countries, including capital flows, exports, imports and other payments. It has three components - current account, capital account and financial account. The current account covers short-term transactions while the capital account covers long-term international capital flows. Balance of trade is the difference between a country's exports and imports of goods, and is a component of the current account. It can be in surplus, deficit or balanced. The balance of payments provides a more complete picture of a country's economic status than just the balance of trade.
Profit and it's theories
The document discusses several theories of profit, including:
1. The rent theory of profit which views profit as a reward for superior business ability, similar to rent.
2. The risk bearing theory which sees profit as compensation for undertaking business risks. It notes four types of risks.
3. The uncertainty bearing theory built upon the risk bearing theory but distinguishes between foreseeable risks that can be insured against and unforeseeable or uncertainty risks that warrant profit.
4. The dynamic theory that argues profit results from ongoing changes in factors like population, technology, and business organization that keep the economy in a state of flux.
5. The innovation theory associating profit with successful business innovations in
Promotion
The document discusses the concept of promotion in human resource management. It defines promotion as the vertical movement of an employee to a higher position within an organization, accompanied by an increase in salary, status, and responsibilities. The document outlines different types of promotions including vertical, horizontal, and dry promotions. It discusses the purposes of promotion as utilizing employee skills, developing competitive spirit, and developing internal candidates for higher roles. Key factors in determining promotions are discussed as seniority, merit, performance evaluations, and personal judgement. Benefits of promotion for both employees and organizations are also highlighted.
Valuation of goodwill
This document discusses various methods for valuing goodwill, including the years' purchase of average profit method, years' purchase of weighted average method, capitalization method, super profit method, and annuity method. It provides examples and calculations to demonstrate how each method is applied in practice. The key information is that goodwill valuation is important for sole proprietorships, partnerships, and companies in various scenarios like sales, mergers, and changes in ownership or profit sharing. Multiple accepted approaches exist to determine the monetary value of goodwill for accounting purposes.
Theories of wages
This document summarizes eight major theories of wages:
1) Subsistence theory argues wages are determined by the cost of basic needs.
2) Standard of living theory states wages are determined by workers' standard of living.
3) Wage fund theory claims wages are paid from a predetermined fund created by savings.
4) Residual claimant theory views wages as the remainder after other costs are paid.
5) Marginal productivity theory contends wages equal workers' marginal productivity.
6) Bargaining theory argues unions and employers determine wages through negotiations.
7) Behavioral theories examine social and psychological factors influencing wages.
8) Modern theory treats wages as the price of labor set by demand and supply
Wages meaning & its types
This document discusses different types of wages, including piece wages, time wages, cash wages, and wages in kind. It defines wages as the price paid to labor for its contribution to production. There are several types of piece wages like straight, increasing, and decreasing piece rates. Time wages are based on the amount of time worked rather than output. Cash wages are paid in spendable currency while wages in kind are paid in goods rather than cash. Contract wages fix the wages for a complete job or project at the beginning. Real wages refer to purchasing power while money wages are the nominal amount paid.
Capital gain prac problem
Dr. Jyoti Khare presented practical solutions to capital gain problems. The document discusses how to calculate indexed cost of acquisition and improvement by multiplying the original cost by the cost inflation index for the year of sale and dividing by the index for the year of purchase or improvement. It also addresses two problems and their solutions without providing details. The document is an introduction to capital gains presented by Dr. Khare.
Capital gain (types of capital assets)
CAPITAL GAIN UNDER INCOME TAX- ITS TYPES , DESCRIPTION OF POHA (period of holding), COA (Cost of acquisition), COI (Cost of improvement)
GOODWILL - CONCEPT & ITS TYPES
This document discusses the concept of goodwill and its types. It defines goodwill as the value of a firm's reputation that is built over time through expected future profits above normal profits. Goodwill is an intangible asset arising from attributes like location, contracts, trademarks, and employee satisfaction that contribute to long-term earnings. The value of goodwill depends on factors such as industry, profit trends, management efficiency, and government policy. There are different types of goodwill including commercial, professional, and personal goodwill.
Counter trade
Countertrade is the exchange of goods or services between countries without the use of currency, instead using direct bartering or offsets. It provides a mechanism for trade when countries have limited access to hard currencies or other trade is impossible. The main types of countertrade include barter, switch trading, counter-purchase, buyback, and offset agreements. While it enables trade that otherwise may not occur, countertrade also has disadvantages like increased complexity and reduced transparency compared to traditional cash-based trade.
Theories of profit(3)
Dr. Jyoti Khare presented theories of profit in their document. They discussed Clark's dynamic theory of profit which states that profit arises from six dynamic changes in an economy: changes in population, tastes, wants, capital formation, technology, and business organization. They also discussed Schumpeter's innovation theory where profit is the reward for successful innovation, as well as the wage theory where profit is viewed as a form of wages for entrepreneurs' special abilities and work. Theories were criticized for not accounting for risks, uncertainties, or determining profit amounts. The document provided overviews of several economic theories of the source of business profits.
Training- types & methods
types of training and methods of training --- on-the-job training methods and off-the-job training methods.
Memo & Circular
meaning, features functions , types and performa of MEMO and circular(part of inside the organisation communication)
General agreement tariffs & trade (GATT) converted
The General Agreement on Tariffs and Trade (GATT) was a legal agreement signed in 1947 between many countries to promote international trade by reducing barriers like tariffs and quotas. It included 8 rounds of negotiations through 1986. In 1995, the agreements created the World Trade Organization (WTO) which absorbed and extended the GATT. The WTO now has 164 member countries and oversees global trade agreements, negotiations, dispute resolution, and technical assistance for developing nations. It has successfully reduced average tariffs from 22% when GATT began to 5% after the Uruguay Round in 1999.
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留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
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Periodical - Employee Spotlight Kathryn Hillenburg
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AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024
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Induction
- 1. INDUCTION (IN HRM) Presented by- Dr. Jyoti Khare Associate Professor Govt. Degree College Maldevta, Raipur Dehradun
- 2. WHAT IS INDUCTION? First developed early in 1970’ in the US Next to selection and placement Welcoming process Brief introduction about the organization Also called orientation program Commonly used by corporate sector
- 3. DEFINITION OF INDUCTION • Induction is the process of introducing a new employee to his/her job and organization and giving him all the necessary information required by him/her to start his work. • Induction helps to reduce the anxiety of a new entrant in the organization and helps him to feel a sense of belongingness in the organization.
- 4. OBJECTIVES OF INDUCTION • 1) To reduce the anxiety, shyness and nervousness • 2) To introduce the employees their job, company culture, policies, workplace, work environment and the people of the organization. • 3) To ensure that the new employee does not form a negative perception. • 4) To reduce confusion and waste of time and resources. • 5) To foster good relations among employees. • 6) To reduce the possibility of a new employee being exploited by an evil co- worker
- 5. REASONS FOR INDUCTION The right to a proper orientation to any new job position. To be helped to fit rapidly into the organization and into the working group. To know clearly what is expectations of them To understand their organization’s rules and regulations. To know who’s who at work(Proper designation for knowing responsibility) To develop their aptitudes and talents.
- 6. PREREQUISITES :TO MAKE AN ORIENTATION PROGRAMME EFFECTIVE ✓Rehabiliated in the change surroundings Involvement of management ✓Determination of Information Need of the New Employees ✓Preparation for new employees ✓Planning the Presentation of Information ✓Conducting new session
- 8. MODEL OF PROCESS OF INDUCTION • Step One – Understanding what Induction is all about • Step two -- Put an Induction Plan in place • Step Three – Recognize the importance of the first five days • Step Four – The First three to six months Planning- Organizing –Leading -- Assessing (pre execution- process of induction) • Induction policy • Budget • Other planning consideration • Designing an induction program job related info General info
- 9. STEPS TO BE TAKEN IN THE PROCESS OF INDUCTION ✓ Welcome to the organisation ✓ Explain about the company ✓ Show the department/ location where the new recruit will work ✓ Give company’s manuals to new recruit ✓ Give detail about pay scale ✓ Explain about future training opportunities and career prospectus. ✓ Clarify the doubts by encouraging the employees to come out with question
- 10. BENEFITS OF INDUCTION (PROCESS)
- 11. New employee may be confused on first day because of long induction programs. If proper induction is not the job profile may not be understand by new person. New person may not understand every part delivered in th induction training. Disadvantages of induction
- 12. THANK YOU