Induction and orientation in HRM
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Transcript of Induction and orientation in HRM
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INDUCTION AND ORIENTATION
Group members:
Rajath K
MBA
BIMS
MYSORE
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CONTENTS
Introduction Objectives Why Orientation/Induction What to Induct Types People Involved in Induction/Orientation How To Induct Successfully Problems of Orientation How to make Induction effective Conclusion
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Orientation
“Orientation is a systematic and planned introduction of employees to their jobs, their co-workers and the organization.”
Typically Induction(orientation) conveys three types of information
General information about daily work routine.
A review of the organization’s history A detailed presentation, perhaps in a
brochure of the organization’s policies, work rules and employee benefits.
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OBJECTIVES To help new staff form positive first impressions, that
he/she belongs to the company, feels welcome and supported;
To assist in understanding the culture and values;
To improve staff efficiency, work standards, revenue and profits;
To improve staff morale
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Why Induction/Orientation
Accommodating employees Becoming Insider Overcoming employee anxiety Overcoming reality shock Reducing employee turnover
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What to Induct/ Orient
A current organization chart of the company Map of facility Key terms unique to industry, company and the
job A copy of company’s policy hand books List of benefits Telephone numbers and location of key people
and operations Sample copies of the company’s publications etc.
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Types of orientation programme
Formal and Informal Orientation
Individual and Collective Orientation
Serial and Disjunctive Orientation
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FORMAL VS. INFORMAL ORIENTATION
Formal Orientation Informal Orientation
Formal orientation has a structured programme.
In informal orientation employees are directly put on job.
Formal programme helps a new hire in acquiring a known set of standards
Informal programme promotes innovative ideas.Choice depends on management’s goals.
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Individual vs. collective Orientation
Individual Collective
Individual orientation preserves individual differences.Individual orientation is expensive and time consuming.
collective orientation is likely to develop homogenous views.Collective orientation is less time consuming.
smaller firms go for individual programmes.
Large firms normally have collective orientation.
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Serial vs. disjunctive Orientation
Serial Disjunctive
An experienced employee inducts a new hire in case of serial orientation.
In case of disjunctive orientation new hire do not have predecessors to guide them.
Serial orientation maintains traditions and customs.
Disjunctive orientation produces more inventive employees.
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WHO SHOULD CONDUCT OR BE ACTIVELY
INVOLVED IN AN EMPLOYEE INDUCTION
Members of HR
Members of management
Experts in Specific fields
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How to induct successfully
A systematic plan should be followed. A check list of points to be included in induction
should be prepared. An induction booklet should be provided. Anyone who is promoted or transferred from one
job to another should also be inducted. The aim should be to convey a clear picture of
the working of the organisation.
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Problems OF ORIENTATION
1. Busy or Untrained supervisor
2. Too much information
3. Overloaded with paperwork
4. Given menial tasks
5. Employee thrown into action soon
6. Wrong perceptions of employees
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HOW TO MAKE INDUCTION PROGRAMME EFFECTIVE
Feed forward of the possible problems and solutions
A warm and friendly welcome will reduce the possible problems
Involvement of Top Management
Determination of Information Need of the new employees
Planning the presentation of information
A phased induction programme would place the new employee at ease
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Conclusion
Therefore, we may say that induction and orientation play pivotal role in success of an organisation by acquainting a new employee to the new environment, rules and regulations which in turn helps in better performance.
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