The document discusses employee induction and orientation programs. It explains that orientation is the first step for new employees to familiarize themselves with the work environment, policies, culture and people. The Toyota orientation program is then described in detail over four days, with a focus on communication training, teamwork, problem solving and health and safety. The goal of the program is to socialize new employees and ensure they understand and adopt Toyota's values and mission around quality.

1. Employee Induction, Orientation
& Socialization

2. Orientation (Induction)
• Sometimes this proverb is
stated: A journey of a
thousand miles begins with
a single step.
• And taking that first step of
the journey is the simplest
one but, at the same time,
often can be the most
challenging, often fearful.
• It can be a step into the
unknown

3. Orientation (Induction)
.
• We must all know that after a candidate joins the
firm, the first step he or she goes through is the
firm’s orientation/induction program.
• Orientation or Induction is the first important step in
the process of human resource management.
• It involves familiarization of the newly appointed
employees to the work environment of the
organization as well as to the fellow employees.

4. Orientation (Induction)
.
• Induction is a socializing process by which the
organization seeks to make an individual its agent for
the achievement of its objectives.
• The new employees should be oriented to the
organization and to its policies, rules and regulations.

5. Objectives ..Induction serves the following purposes:
.
A. Removes fears
• A newcomer steps into an organization as a stranger.
• He is new to the people, workplace and work environment.
• He is not very sure about what he is supposed to do.
• Induction helps a new employee overcome such fears and
perform better on the job.
• It assists him in knowing more about:
– The job, its content, policies, rules and regulations.
– The people with whom he is supposed to interact. .

6. Objectives ..Induction serves the following
purposes:
.
B. Creates a good impression:
Another purpose of induction is to make the newcomer feel at home and
develop a sense of pride in the organization.
Induction helps him to:
– Adjust and adapt to new demands of the job.
– Get along with people.
– Get off to a good start.
• Through induction, a new recruit is able to see more clearly as to what he is
supposed to do, how good the colleagues are, how important is the job, etc.
He can pose questions and seek clarifications on issues relating to his job.
Induction is a positive step, in the sense; it leaves a good impression about the
company and the people working there in the minds of new recruits. They
begin to take pride in their work and are more committed to their jobs.

7. Objectives ..Induction serves the following
purposes:
.
C. Act as a valuable source of information:
• Induction serves as a valuable source of information to
new recruits.
• It classifies many things through employee
manuals/handbook. Informal discussions with
colleagues may also clear the fog surrounding certain
issues.
• The basic purpose of induction is to communicate
specific job requirements to the employee, put him at
ease and make him feel confident about his abilities.

8. Induction or Orientation Program Is designed to
achieve the following objectives : -
• To build up the new employee's confidence in the
organization and in himself so that he may become an
efficient employee.
•
To develop among the newcomers a feeling of loyalty
towards the organization.
•
To foster a close and cordial relationship among the
employees.
•
To ensure that the new employees do not form a false
impression and negative attitude towards the organization
or the job.
•
To give the employees the necessary information like
facilities, rules etc about the organization.

9. Steps In Induction Program
The HR department may initiate the following steps while
organizing the induction program:
 Welcome to the organization
 Explain about the company.
 Show the location, department where the new recruit will
work.
 Give the company's manual to the new recruit.
 Provide details about various work groups and the extent of
unionism within the company.
 Give details about pay, benefits, holidays, leave, etc.
Emphasize the importance of attendance or punctuality.
 Explain about future training opportunities and career
prospects.
 Clarify doubts, by encouraging the employee to come out
with questions.
 Take the employee on a guided tour of buildings, facilities,
etc. Hand him over to his supervisor.

10. Content : The areas covered in the employee
induction program may be stated as follows :
Induction Program: Topics
1. Organizational issues
o History of company
o Names and titles of key executives.
o Employees' title and department.
o Layout of physical facilities
o Probationary period
o Products/services offered
o Overview of production process
o Company policy and rules
o Disciplinary procedures
o Safety steps
o Employees' handbook
2. Employee benefits
o Pay scales, pay days
o Vacations, holidays
o Rest pauses
o Training Avenues
o Counseling
o Insurance, medical, recreation, retirement benefit

11. Content : The areas covered in the employee induction
program may be stated as follows : (cont..)
3. Introductions
o To supervisors
o To co-workers
o To trainers
o To employee counselor
4. Job duties
o Job location
o Job tasks
o Job safety needs
o Overview of jobs
o Job objectives
o Relationship with other jobs
Source: Keith Davis, Human Resources, pg 257.

12. There are some other innovative
methods that can be tried
Have a walkabout arranged, showing the facilities,
cabins, exits, washrooms, cafeteria, library, while
introducing them to people along the way!
Add another badge to their employee-card which
may read
"I am new, so were you! So please help me" or
"I am willing to learn, Are you willing to teach" or
"I have joined here to help our organization grow" or
" I am the newest member of the family“
you can take the badge from them after 1 month

13. There are some other innovative
methods that can be tried (cont..)
Have a corporate video made and presented,
that contains the job that you do, welcome note
from the board and the heads, testimonials by
employees etc!! This has a really good impact
since many times the management may not be
available!
Have bouquets organized for them, which
shows appreciation!

14. The Induction and orientation training
programs benefits are explained below:
A. Benefits to the company:
• It creates a positive perception of the organization and an
understanding of the corporate
culture, values, vision, mission and goals.
• It can set a precedent for ongoing training, by showing
the employee that the organization is serious about
developing his skills to perform his job competently.
• It can also helps in motivating the existing employees
who are included in the process.
• A good induction program can also help in cutting down
recruitment costs as new staff is more likely to give
longer term commitment to the organization.
• Can benefit from the insights, objectivity and fresh ideas
of a new employee. A new employee can also give
insights onto how the company is perceived externally.

15. The Induction and orientation training
programs benefits are explained below:
B) Benefits to employees:
• Feel welcomed and comfortable (building relationships)
• It confirms the employee's decision to join the
organization.
• It helps to build self-esteem, morale and motivation.
• It establishes good communication and relationship
between the employee and his supervisor from the first
day.
• Makes the employee familiar with the corporate
environment, rules, systems and regulations.

16. The orientation program should not be very
lengthy and it need not necessarily be given on
the same day when the employees join the
organization. It may be given formally after
some time. Also, in case of small firms, the
induction program is likely to be more informal
and of short duration. While, in big
organizations, it is more of the formal types and
of longer duration which may extend up to two
to four weeks.

17. Organizational Socialization
• Socialization is a process through which a new recruit begins
to understand and accept the values, norms and beliefs held
by others in the organization.
• HR department representatives help new recruits to
internalize the way things are done in the organization".
• Orientation helps the newcomers to interact freely with
employees working at various levels and learn behaviors that
are acceptable.
• Through such formal and informal interaction and discussion,
newcomers begin to understand how the department/
company is run, who holds power and who does not, who is
politically active within the department, how to behave in the
company, what is expected of them, etc.
• In short, if the new recruits wish to survive and prosper in
their new work home, they must soon come to 'know the
ropes'.

18. In short….
• Organizational socialization is the
process through which organizational
culture is perpetuated, by which
newcomers learn the appropriate
roles and behaviors to become
effective and participating members

19. Food for thought:
Is there any difference between
Induction and Socialisation or can
they be used interchangeably?

20. Employee Induction Program:
Three Examples
• Example 1 : Aptech:
• The company takes its new entrants through a structured
induction-training program. The one-day Program includes a
briefing on the company's market position,
• The business it is in, its functioning style, its organizational
structure and its HR policies. The entrants are also familiarized
• with what others do before being deputed to their own
departments. A six-month behavioral training is also offered
in team building, self-development, customer-sensitivity etc.
Finally, the recruits are put through an appraisal process to
gauge fitment and progress.

21. Employee Induction Program:
Three Examples
• Example 2 : Maruti Udyog:
• The company customizes its initiation programs to
suit the profile of the new recruit.
• For engineers, the program is offered in four parts:
(1) familiarize with various functions and meet
division heads
• (ii) work on shop floor
• (iii) work at various other departments
• (iv) work finally in departments for about 2 months,
where they will eventually work.

22. Employee Induction Program:
Three Examples
• Example 3 : Standard Chartered Bank:
• The management trainees are picked up from premium B-
schools and undergo introduction training for about 6
months.
• During this period, the trainees see me in the various divisions
of the bank to get a holistic view of the bank's operations, and
get a chance to meet each of the bank's business heads.
• A two-day session dedicated to team building is also
conducted thereafter.
• After taking charge of the job, the new recruits have to attend
a review session about the job itself.

23. Let us try to understand the process of orientation better by going step
by step through the following orientation program being followed in
“Toyota Motor Manufacturing, USA”
Orientation (it is called "assimilation") at Toyota Motor
Manufacturing, USA is a case in point. While it covers traditional
topics such as company benefits, it's mostly intended to socialize
new employees, that is, to convert Toyota's new employees to the
firm's ideology of quality, teamwork, personal development, open
communication, and mutual respect. It lasts four days, as follows:

24. • Day One - The first day begins at 6:30 a.m. with an overview of the
program, a welcome to the company, and a discussion of the firm's
organization structure and human resource department by the firm's
vice president for human resources. The vice president devotes about
an hour and a half to discussing Toyota history and culture, and about
two hours to employee benefits. Another two hours are then spent
discussing Toyota's policies about the importance of quality and
teamwork.
• Day Two - The second day starts with about two hours devoted to
"communication training-the Toyota Motor Manufacturing way of
listening." Here the importance of mutual respect, teamwork, and
open communication is emphasized. The rest of the day is then
devoted to general orientation issues. These include safety,
environmental affairs, the Toyota production system, and the firm's
library.

25. • Day Three - This day also begins with two-and-a-half to three hours
devoted to communication training, in this case "making requests
and giving feedback." The rest of the day is spent covering matters
such as Toyota's problem-solving methods, quality assurance, hazard
communications, and safety.
• Day Four -. Teamwork is stressed in the morning session. Topics
include teamwork training, Toyota's suggestion system, and the
Toyota Team Member Activities Association. This session also covers
what work teams are responsible for and how to work together as a
team. The afternoon specifically covers fire prevention and fire
extinguishers training.

26. • Day Three - This day also begins with two-and-a-half to three hours devoted
to communication training, in this case "making requests and giving
feedback." The rest of the day is spent covering matters such as Toyota's
problem-solving methods, quality assurance, hazard communications, and
safety.
• Day Four -. Teamwork is stressed in the morning session. Topics include
teamwork training, Toyota's suggestion system, and the Toyota Team
Member Activities Association. This session also covers what work teams
are responsible for and how to work together as a team. The afternoon
specifically covers fire prevention and fire extinguishers training.
• Employees thus complete the four-day
orientation/assimilation/socialization process having been steeped in-and it
is hoped converted to-- Toyota's ideology, in particular its mission of quality
and its values of teamwork, kaizen/continuous improvement, and problem
solving. That is a big step toward winning new employees' commitment to
Toyota and its goals and values.

27. • Day Three - This day also begins with two-and-a-half to three hours devoted
to communication training, in this case "making requests and giving
feedback." The rest of the day is spent covering matters such as Toyota's
problem-solving methods, quality assurance, hazard communications, and
safety.
• Day Four -. Teamwork is stressed in the morning session. Topics include
teamwork training, Toyota's suggestion system, and the Toyota Team
Member Activities Association. This session also covers what work teams
are responsible for and how to work together as a team. The afternoon
specifically covers fire prevention and fire extinguishers training.
• Employees thus complete the four-day
orientation/assimilation/socialization process having been steeped in-and it
is hoped converted to-- Toyota's ideology, in particular its mission of quality
and its values of teamwork, kaizen/continuous improvement, and problem
solving. That is a big step toward winning new employees' commitment to
Toyota and its goals and values.

28. Summary
• After a candidate is selected for employment, he is placed on
the job. Initially, the placement may be on probation, the
period of which may range from six months to two years.
After successful completion of the probation period, the
candidate may be offered permanent employment.
• Now we know why after the initial placement of the candidate
on the job, his induction is necessary. Induction is a technique
by which a new employee is rehabilitated into the changed
surroundings and introduced to the purposes, policies and
practices of the organization, employee's job and working
conditions, salary, perks, etc. In other words, it is the process
of introducing the employee to the organization and vice
versa.

29. Activity
• Form groups of 2-3
• Assuming the role of HR design an induction
program for a group of 20 new trainee software
engineers joining your organization
• Take into consideration all the minor details
TRY TO INTRODUCE SOME NEW
INNOVATIVE IDEAS INTO YOUR
PROGRAM