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.
