Induction and orientation are effective in equipping employees with the practice and core value of the organization and what is expected of them to do. (Falola, Osibanjo, Ojo 2014). According to the Zineldin (2000) Onboarding process is aimed to retain employees. Retention defined as “a commitment to still do business or exchange with a selected company on an ongoing basis”. Instead, it’s about cultivating a replacement mindset and a replacement way of watching succuss. Traditionally “Employee induction and orientation process includes showing new employees the places and things in the company, introduction with only new co-workers and wishing them good luck. Considering the new era, new employees expect far more than this and truly deserve quite traditional methods. The most common complaint that newcomers experience is that they bored.” (Saeed et al 2013).
The effectiveness of induction programme depends not only in familiarization the new employees, but it is the right strategy to make the employee as a “Right-Fit” to the organization. So, it should be done analytically and meticulously and make the workers manage with organizational culture. In other words, induction programme helps new employees to understand the organizational culture, people and individual roles. Video 1.0, explained that components of good induction as, Induction plan, Proper timing, proper communication, distribution, preparation of chick list and more details about primary and secondary induction.
Video
1.0: Elements of successful induction Programme
Source:
CommLab India 2012
Importance
of effective induction and Orientation
The induction and orientation programmes is an investment to new employees for personal carrier journey as an employee (Fae , Mark and Patrick 2006). Considering Arockiam () On-boarding data ,90% of employees make their decision to stay at a company within the first six months, 22% of employee turnover happens in the first 45 days of employment, One in three newly hired employee’s leaves before the end of their first year and 69% of new employees more likely to stay because of effective onboarding. Considering the employee retention, Sumith and Ingersoll (2004) found a correlation link between induction and orientation programmes and employee retention. Successful and effective onboarding programmes increases 20% of retention of teachers. Kearncy (2011), states that following important points in onboarding process settling smoothly of the new employees in the job
a) Settling
smoothly of the new employees in the job
b) A
well developed and organized induction will form a base for future training and
developments
c) Can
save the high cost of recruitment and selection
d) Increase
commitment
e) Result
in the integration of the new employees with the team
f) Clarifying
the psychological contract
The organisation which I work is leading consumer durable company within the country and everyone new employees are welcomed and are subjected to a comprehensive induction and orientation process by a team including the Human Resource personnel and heads of departments. Upon induction to the Group, All employees are walked through the whistleblower procedures upon induction to the Group. They also receive the assurance of confidentiality and anonymity in event of resorting to whistleblowing. The Company conducted a series of 11 in house training sessions for staff members on anti-money laundering and countering the financing of terrorism. Regional and branch managers, Marketing staff, Recovery staff, operation staff and cashiers were trained at these sessions conducted on a regional basis. Awareness sessions on compliance and regulatory environment of finance company have been conducted during orientation sessions for newly appointed employees. Furthermore, when an employee joins us, we make sure that he or she is mentored and developed until reaching the fullness of his or her potential. As a new finance company which completing 15 years, proving that the Successfulness of employee onboarding processes by maintaining 32% of over 5-year employee retention in the finance year 2019/2020. Thus, these numbers bear testimony to our credibility as a sought-after employer within the country.
Annual
Report (2019/2020). SINGER Finance Lanka Plc.
Arockiam,
K. Gunasundari, T. (2016). Efficacy of
Orientation Training Programme in Organizations, ReTeLL, Vol 16.
Falola,
H. Osibanjo, A. Ojo, S. (2014). Effective of training and development on employee’s
performance and organizations competitiveness in the Nigerian banking industry,
Bulletin of the trans.
Fae,
M. Mark, S. Patrick, K 2006). The importance of effective induction and
orientation activities for first-year engineers.17th Annual
conference of the Australian Association for engineering education.
Kearncy,
P.S. (2011). The Importance of Induction
Programmes for Beginning teachers in Independent Catholic Secondary Schools in
New South Wales. The University of Notre Dame Australia, ResearchOnline@ND.
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.
Smith, T.M., Ingersoll, R.M. (2004). What Are the
Effects of Induction and Mentoring on Beginning Teacher Attrition? American
Educational Research Journal, 41(3), 681-714.
Zineldin, M. 2000, TRM Total Relationship Management, Student litterateur, Lund.
I agree with you strongly that orientation is a very important part of HR management process. Orientation is important because it lays a foundation for the new employee’s entire career with the department. First impressions are important since they establish the basis for everything that follows. Without orientation, a new employee sometimes feels uncomfortable in his/her new position and takes longer to reach his/her full potential(Origen state university)
ReplyDeleteAn effective orientation process can make a tremendous difference in whether or not a new employee becomes a significant asset or a costly liability. The time and effort invested in the beginning can insure a
Deletehappier, safer and more productive workforce.(case 2011)
Induction happens after the recruitment but before commence the job role. This often happens during orientation activates and on the other hand “induction and orientation are often separate entities and new employees suffer if content from either program is omitted” therefor employee must having sufficient data which organizations can provide by handbooks and it is an identified as an important factor in induction. (Bessie L. Marquis, 2009).
ReplyDeleteMartinez (1994) says that the term induction needs to be considered very carefully to avoid an interpretation that results in orientation to the workplace.Induction training is the preliminary training given to new-fangled employees.
DeleteThe first impression is best one, when new employees join the organization. The initial collaboration and relationship, the organization has with the new employees is very significant to resolve upon the future accomplishment and responsibility in the later period.(Arockiam and Gunasundari 2016)
Motivation is the recognition and acceptance of employees when they first join a company and provide them with the basic information they need to settle down quickly and happily and start working (Armstrong, 2014).
ReplyDeleteThe HR department conducts the first segment of induction. The main purpose of this induction is to attract the new employees to the organization by explaining him the mission, objectives, history and philosophy of the organization.(Arockiam and Gunasundari 2016)
DeleteInduction is a program whose objective is to guide and train the worker rookie in his new responsibilities, and teach the policies, methods, procedures and other matters of interest related to the organization of the company, which should make for efficient exercise of the position (Barquero, 2004). In addition, Acevedo and Yancey (2011) mentioned as benefits of an induction program improving the person-job fit, reduce turnover and absenteeism, and improve engagement and job satisfaction.
ReplyDeleteMany organizations do not involve their new staff in induction, therefore, most of them are vulnerable during the first few weeks of employment and this might discourage the new employees and thus, organization stand the risk of turnover (Kearney, 2010, Snell, 2006). Meanwhile, induction 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).
DeleteInduction training is one of the most common types of organisational training programmes (Klein & Weaver, 2000). Prior research suggests that most organisations implement some form of induction to help new employees familiarise themselves with their jobs (Wesson & Gogus, 2005).Several researchers have indicated the benefits of induction programmes. According to Butler (2008), Wells (2005) and Wesson and Gogus (2005) new employees are most vulnerable during the first few weeks of employment and poor induction significantly raises the risk of turnover. How do you measure the effeteness of the induction program in the organisation.
ReplyDeleteInduction Training makes a very important contribution to the development of the organization’s human resources and hence to the achievement of its aims and objectives. Training needs to be
Deleteeffectively managed so that the right training is given to the right people, in the right form, at the right time and at the right costs” (Reddy 2012)
Learning organizational behavior in the first, one and a half year is crucial. What is learned during this period leaves a significant imprint on the behavior of the new employee, the attitude and its relationship to work and on his chances of promotion within the company (Dragomiroiu et al, 2014).
ReplyDeleteInduction training is efficient training. The efficient model supplements natural learning with a systematic intrusion that relates to the organizations objectives. The structures of induction training include: Training is part of the
Deleteorganizations overall planning process and is in line with its goals.(Arockiam and Gunasundari 2016)
Allowing a period for observation is need because, many people feel more confident about taking part in a new task or activity if they know what to expect first and should help your new employee get to grips with ‘the way things are done' in the new team before engage in the operation of work(Chi & Jordan, 2011).
ReplyDeleteWesson and Gogus (2005) revealed that the level of turnover, absenteeism and satisfaction tends to increase during or after the first few months of the induction. This means that an inadequate and poor induction programme will adversely influence staff attitude. Therefore, it becomes imperative that organizations should put into cognizance different methods of integrating and engaging the new employees to the culture, processes, philosophies, programmes and practices of the organization (Derven, 2008)
DeleteThe purpose of the training is for employees to arrive as quickly as possible in phase of effectiveness and quality of the work and revealing human potential and directing the employee in an appropriate manner. Duration of induction depends on the complexity of the job and the company's regulated standards therefore can last from a week or two, up to a year. 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 (Dragomiroiu & Hurloiu , 2014).
ReplyDeleteConsidering the benefits Baddapuri (2016) noted that , Induction training is the first training program in which the employee participates after he joins the organization. Induction training provides him all the information needed to start performing his duties. If an employee is trained well in the induction program, he can easily adapt to his new role and start delivering results quickly – that’s how it saves the organization a lot of money and time.
DeleteSnell (2006) provides a broad view of induction as the process which can help organizations develop the type of employees they want and to integrate individuals, processes, and technology needed to optimize the impact of a new tenant on business returns.
ReplyDeleteAs per Salau (2014), 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.
Delete