2 induction and training
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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.
2 induction and training
- 2. Induction Orientation Familiarization
- 3. “Induction is a technique 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 newly appointed 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 soon as the employee joins the new organization
- 6. Risk of getting fed with wrong information of the organization and people
- 7. Avoid the risk of getting affected by dissatisfied employees
- 8. To avoid frustration, dissatisfaction and turnover
- 9. To boost morale and improve performance
- 10. To reduce fear to work among new employees.
- 11. To reduce employee turn over
- 12. To save time of supervisors and core-workers
- 13. To develop realistic job expectations.
- 14. To create positive attitudes towards the employer
- 15. To create job satisfaction
- 16. To bring an agreement between the personal goals and the organizational goals.
- 17. To build up the confidence of the new employees so that he can be an efficient worker.
- 18. To build up the confidence of the new employees so that he can be an efficient worker.
- 19. To give information about the organization, its culture, structure, products, services, rules and regulations.
- 20. Induction/Orientation General Orientation Orientation by the relevant department
- 21. Providing the newly recruited employee with the background information Background Information To be familiar with the organization To perform the work satisfactorily
- 22. Vision, mission and objectives of the organization.
- 23. Company rules, regulations, procedures, practices and working hours.
- 24. Introducing the employee handbook(If available)
- 25. Disciplinary procedures and grievance procedures
- 26. Organizational structure and key positions
- 27. Benefits of the employees
- 28. Personal Qualities and Grooming Standards (Dress Code/Appearance/neatness)
- 31. Providing the new employee with information needed for effective and efficient performance on the job
- 32. Introduction to the work place and job environment
- 33. Introducing to the new colleagues
- 34. Creating “feel at home” mentality Initial instructions on the job
- 35. Introducing a mentor Providing/briefing on the job description Introduction to the immediate supervisor
- 37. Training is the act of increasing the knowledge and skills of an employee for doing a particular job Edwin.B.Flippo Training
- 38. Training emphasizes immediate improvements in job performance.
- 39. Training helps people gain specific knowledge, skills, and attitudes.
- 40. Training is aimed at job-related behaviour
- 41. Changes in the external environment 1. Technology 2. Legislations 3. Competitiveness
- 42. Changes in the 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 morale of employees Facilitate the management (planning, organizing, leading, and controlling)
- 46. Facilitate the management (planning, organizing, leading, and controlling) Standardization of methods of performing work
- 47. Standardization of methods of performing work Organizational stability and flexibility
- 48. Organizational stability and flexibility Motivation through sense of recognition
- 49. Increasing the health and safety aspects Reducing employee turnover
- 50. Developing a training policy Identify training needs Plan training Carry out training Evaluate training
- 51. Based on the vision and Mission of the organization. Areas focused on/Skills to be improved Developing the expected results of the training
- 52. Identify the skill 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 the content 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 most crucial 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 see whether 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 do you mean by the term “training and development”?
- 57. What are the objectives of induction?
- 58. Briefly mention the benefits of training for an organization
- 59. What are the objectives of training?
- 60. Explain the “training cycle” with examples