Induction and Orientation is the logical and essential step in human resource management process Salau, Falola, Akinbode(2014), According to the Armstrong (2003), The process of onboarding a candidate when he first joins a company and giving him the basic details about the organization, he needs to settle down quickly and happily and start work. Arockiam and Gunasundari (2016) explained that attracting and sustaining proficient employees is the pinnacle priority for all the organizations in today’s cut-throat competitive world. The induction and orientation play a crucial role in an organization to attain its long-term competitiveness. furthermore, induction and orientation process bridges the gap between fresh/new recruits and organization.
Saeed et al (2013) state that, the term induction is most commonly used in an employee context to explain the process in which employees of an organization adjust to new jobs and become familiar with the new environment. Orientation process includes, welcoming selected candidates and given the basic information about the organization. In other words, Onboarding is the process by which new hires get acclimatized to all aspects of their job rapidly and easily, and learn behaviours required to function effectively with an organization (Kumar 2017).
Video
1.0: Hr Basics - On-Boarding
Video
1.0 explained that onboarding is the integration process used to smooth
transaction of new employees into new roles, and the organisational discussed
about the rules, checklist of the effectiveness of the onboarding procedure.
Source;
Gregg Learning 2017
Purpose
of Induction and orientation
“The main purpose of efficient induction practices should be to assets new employee of staff with the “settling down” operation. Getting into a replacement carrier is a demanding encounter, due to of new conditions and requirements also as anxieties connected with the looking absurd” (Saeed 2013). In other words, the purpose of the induction process is to facilitate the transaction of a new employee into the working environment and enable them to respond to new responsibilities (Ogunbaneru 2004). As per Amstrong (2003),” Induction provide the chance to shape work-related attitudes and enhance organizational commitment.
Sadee et al (2013), states that Induction is a short-term activity while orientation is a long-term activity. Induction is given an overall preview of the organization like introductory videos and presentations. Orientation is a practical overview of the company which includes an introduction to new employees, making the newcomer familiar with everyone and everything giving him a realistic picture of the environment of the company he is joining. Considering the current procedure of induction and orientation is not an obligation of HR alone, every front-line manager should also be a part of this process starting from the very first preliminary stage. Also, the method must be considered as a comprehensive procedure and not some separate standalone routine actions (Kumar 2017). furthermore, (Otoo, Assuming and Agyel 2018), explained that recruiting internally is extremely for growth of the organization because it reduces cost as compared to recruiting externally induction is not needed as the employees already know about the company.
The visionary Management team of Singer (Sri Lanka) Plc, states that, “it is important and useful for our employees to have a macro picture of Singer’s operations. The formal induction and visits to the retail outlets of the Company’s channels of distribution offer a broad overview of the whole business upon joining. Guided visits to Company locations like factories and warehouses provide a much-needed real-world visual element and exposure that help them remember and relate better through their jobs to the Organization’s grander objectives”.
References
Annual
Report (2018/2019). SINGER (Sri Lanka) Plc.
Arockiam,
K. Gunasundari, T. (2016). Efficacy of Orientation Training Programme in Organizations
16.
Kumar,
N. (2017). New Employee Onboarding Process in an Organization, Symbiosis
Institute of Management Studies.
Armstrong,
M.A (2003) A Handbook of Human Resource Management Practice (9th ed.). Kundli,
replica press ltd.
Saeed, I. Arif, M. Gul, H. Ayaz, B. Khan, Q. (2013). Employee Induction
and Orientation at Public Sector Organization: A Case from Pakistan, International Journal of Contemporary Business Studies
4, pp 32.
Ogunbameru O.A (2004) Organizational Dynamics. Ibadan, Spectrum Books Ltd.
Otoo, I. Assuming, J. Agyei, P. (2018). Effectiveness of Recruitment and Selection Practices in Public Sector Higher Education Institutions European Scientific Journal May 2018 edition Vol 14.
Salau, O. Falola, H. Akinbode, J. (2014). Induction and Staff Attitude towards Retention and Organizational Effectiveness, IOSR Journal of Business and Management (IOSR-JBM), Vol16, pp47-52.
Jackson and Mathis (2008) define orientation as a planned process whereby newly recruited employees are introduced and familiarized with their new workplace. This includes meeting their co-workers and being acquainted with other aspects of the organization. In addition, orientation may include such simple topics as the location of a particular department and such complex issues like career development. Stirzaker (2004) asserts that induction, as a planned process is capable of benefiting entire organizations and specific individuals. This is so because it allows new employees to acclimatize to their new jobs and become fully committed and productive employees at a fast pace.
ReplyDeleteAs highlighted by Jackson and Mathis (2008) human capital is critical in enhancing an organization’s core competency. Therefore, right from the initial stage of recruitment to full assimilation into the workplace, human resource departments ensure that human capital is developed efficiently. Inductions and orientations have become significant in human resource development and a constant feature in most training programs.
Induction is the logical and the most important step in human resource management process. This process starts from the period where the new employee is taken round the offices, factory, and also introduced to the facilities/amenities available. Induction ensures a new employee is provided with information and assistance when commencing employment with an organization. Clearly outlining what the organization stands for and requires, reducing the risk of regulatory breaches and enabling employees to respond effectively to new responsibilities. Induction as the process of receiving employees when they begin work, introducing them to the company and their colleagues, and informing them of the activities, customs and traditions of the company Armstrong (1982).
DeleteAccording to Snell and Bohlander ( 2007 ) Orientation is the formal process of familiarizing new employees with the organization, their jobs, and their work units. Formal orientation programs have important benefits as lower turnover, increased productivity, improved employee morale, lower recruiting and training costs, facilitation of learning and reduction of the new employee’s anxiety,,( Snell, S.& Boghlander, G.( 2007 ) Human Resource Management, Thompson, USA, p.316)
ReplyDeleteaccording to Kenrick, Neuberg & Cialdini (2005) are favourable or unfavourable evaluations of particular person, people, objects, events or ideas. It is worthy to reinstate that it is only when staffs have been given proper induction about the organization structure, what the organization stand for, organizational goals and organizational ethics that managers can expect positive of favourable staff attitude.
DeleteAccording to the Klein & Weaver (2000), in the new employee orientation addition of teaching knowledge, skills, and abilities, organization also teach about their history, goals, values.
ReplyDeleteInduction of new staff is should centered on the practical knowledge, skills and competency of the new staff and clear cut understanding of the organizational culture, ethics and core values. Hendricks and Louw-Potgieter (2012).
DeleteRecruitment and selection are essentially about managing people in a way that both recognizes and values differences between people. It is essential to employ the people best suited to the role(s) advertised regardless to their sex, marital status, racial origins, sexual preferences, religion, disability or age (Bratton & Gold, 2007).
ReplyDeleteHRM practices of a firm include job design, job analysis, human resource planning, recruitment, selection, hiring, induction, performance evaluation, pay and incentives management, training and development, welfare management, management of employee movements, health and safety management, discipline management, grievance
Deletehandling, employee and labour relations (Dessler, 2005)
According to Feldman’s stage model, Louis (1980) suggested that induction orientation for newcomer adjustment was not only a process of ‘adding new roles to their portfolio of life roles’, but also involved a process of leaving a former role. Differing from Feldman’s overwhelming emphasis on activities newcomers may engage in after entering an organization, Louis focused on the newcomers’ experience in coping with surprises and making sense of the new settings. Specifically, Louis identified ‘change’, ‘contrast’ and ‘surprise’ as key features of the newcomers’ experience after organizational entry. Individuals Can not erase all the memories of former roles before settling into the new role. Therefore, newcomers were inclined to subconsciously undertake role change by interrelating with new settings and using previous experiences to manage surprise.
ReplyDeletethe induction comes in two forms. The first is the formal training programmes and the second is Induction and Staff Attitude towards Retention and Organizational Effectiveness
Deleteinformal induction which is often carried out by the workers and managers/supervisors or a combination of both of them (Klein & Weaver, 2000). These programmes vary depending on the roles, status and the variety of programme activities of the new employees (Wesson & Gogus, 2005).Induction is often seen as the systematic process of integrating the new employees to the culture, processes, technology and operations of the organization so as to optimize the effect on business outcomes (Snell, 2006).
Agreed. Induction makes combatable work place to the new recruit employee. According to Armstrong (2014) mentioned Induction is the process of receiving and welcoming employees when they first join a company and giving them the basic information they need to settle down quickly and happily and start work.
ReplyDeleteMartinez (1994) says that the term induction needs to be considered very carefully to avoid an interpretation that results in orientation to the workplace.Also induction is defined as, “the primary phase in the continuum of beginning employee professional development towards their progression into the learning community and continuing professional development throughout their career” (Kearney, 2010).
DeleteThe orientation includes activities to familiarize the employee with the company and its business policy (mission, vision, strategy, plans), with expectations that the company has with the human resources, rules of conduct and work environment. Activities of organized induction must have a ritual character to strengthen the feeling of belonging to that company. Content ritual should focus on developing attitudes and values that are of interest to the company. Induction is performed by the following persons: the manager, human resources manager and the manager directly. Market-oriented companies, especially those in Western countries, publish manuals for induction of new employees (Dragomiroiu & Hurloiu , 2014).
ReplyDelete
DeleteEmployee orientation is an essential aspect of training, where a new recruit is introduced to his/her new working environment, the coworkers and the policies and procedures, rules and regulations
of the organization (Bennett, 2001). This orientation process helps new employees become familiar with the job, task and other aspects of the working environment, which enhances their performance on the job. A new perspective of orientation is to shape employees attitudes, behaviors and cause them to set expectations in meeting the goals of the organization (Asare-Bediako, 2008).
Onboarding is the process of assisting the new commers to fall in line with the organization’ social and performance aspects swiftly (Bauer, SHRM). As you had stated, yes this should be a strategic approach and organizational culture holistically decides the kind of strategy to be implemented that best fit the circumstantial need. The different levels of onboarding such as passive, high potential and proactive can vividly be evaluated based on aspects like; compliance, culture, clarification and connection. Proactive strategy level seems to be so far the most ideal honoring the satisfaction of all above aspects (Bauer, SHRM).
ReplyDeleteKlein and Weaver (2000) attest that new employees who attended orientation training became more adaptable to the organization, than those who did not attend the training program. As such, those who attended turned to be better satisfied at work than the others. New comers are known to possess a very high level of socialization and initial positive attitude on the job, after their orientation process. This makes their job satisfaction rate to reach the peak at the point of entry into an organization (Boswell, Shipp, Payne & Culbertson, 2009)
DeleteAdding your post Madura; Armstrong (2003) explained that induction provides the opportunity to shape work related
ReplyDeleteattitudes and enhance organizational commitment
The primary goals of new employee onboarding programs are to increase performance levels and create higher levels of fit within both the job and the organization. Employee fit has been shown to increase job satisfaction and organizational commitment while reducing turnover rates.(Pike 2014)
DeleteThe program of motivation and orientation may vary from organization to organization, but their sole purpose is to facilitate the smooth rehabilitation of the employee to the new organization by helping to build employee confidence, development, morale and a sense of employee rights towards the organization for gaining the employees' maximum to the organization (Raj, 2017).
ReplyDeleteEmployee was motivated by his Esteem and/or Self-Actualization needs. He wanted a chance to be recognized for his creative ideas and perhaps be given a chance to implement some of them. Rather than consider the Employee’s ideas, the supervisor emphasized job security which was a need already filled and not currently a source of motivation for him.(Case 2011)
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