Introduction

Induction is a process of vital importance within an organization, despite the fact that many
managers do not take it into account, through it one of the programs can be implemented that
they are usually ignored by the majority; which is to familiarize the new employee with the company and with the
co-workers, their culture, their main directors, their history, their policies, manuals that
exists within the company.
This process is carried out before starting the work for which he has been hired, thus avoiding the
time and costs that are wasted trying to figure out for themselves, in which company they have entered.
work, what goals does it have, who is who, whom to turn to for solving a problem, what are they
unacceptable attitudes, functions, and others.

Induction
It is the integration between a social system and the new members who enter it and constitutes the
set of processes through which they learn the system of values, norms, and patterns of
behavior required by the company they are joining. Likewise, the new employee must
learn the basic objectives of the organization, the means chosen to achieve the objectives, the
inherent responsibilities of the position you will hold in the company; the behavior patterns
required for the effective performance of the function and the set of rules or principles that maintain the
identity and integrity of the company.
In this sense, we can define it as a type of training to adapt the individual to the position.
to the boss, to the group, and to the organization in general, by providing information about the organization itself, its
policies, regulations, and benefits that they acquire as workers.

It consists of three main parts:

1. Introductory information provided in individual or group functions, through a
person from the human resources management.
2. Information provided by the Supervisor.
3. Adjustment interview several weeks after the worker has been in the position.
In the same vein, it is appropriate to highlight the purpose of the induction, which is presented by the
reduction of the lack of knowledge that new employees of the Organization have, through
of a program, whose outstanding aspects are presented in instructions and manuals. The new
worker will soon find himself immersed in an environment with rules, policies, procedures and
strange customs for him; the purpose of the induction is to establish a technical system that allows
general and specific information about the institution and the position to be occupied.

Stages of Induction
It is also necessary to know the stages of induction in the following way:
 Stage One: General information about the organization is provided. The department
Human Resources usually presents topics related to employees, such as a
overview of the company, they review the policies, procedures, and salaries of
the organization. A list is presented where it is verified whether all the
information about the work to the employee.
2. Second Stage: In this stage, the immediate supervisor of the employee is responsible.
In some cases, the supervisor may delegate this task to a long-time employee.
department. The activities covered in this stage are the job requirements, the
security, a visit around the department so that the employee becomes familiar with it, a session of
questions and answers and the presentation to the other employees so they know.
3. Third Stage: It involves evolution and monitoring, which are managed by the department of
human resources together with the immediate supervisor. During the first and second week the
the supervisor works with the new employee to clarify any doubts that may arise.
Human resources professionals help supervisors ensure that
I completed this third stage that is so important.

The structure of an induction is generally determined as follows:

Welcome (Letter Signed by the Director, Manager, the owner if possible).

Our story.
Our products or services.
Code of conduct for members of the organization.
Letter from the general organization or by department.
Map of the offices and the organization.
Positions of the executives, departmental heads and chiefs who occupy them.
Staff policies.
Main rules or standards (Give them more of an informational character than orders).
The work, general observations about the department, its organization, personnel, type of
work to be done, hours, salaries, and promotion opportunities.
It is evident then that induction is information programmed systematically. But it turns out
It is convenient to clarify that induction is a process which is detailed below:
Introduction in the human resources department, where the new employee is usually given reports of the
next nature:

Company idea where it will work, its history, its organization, among others.
General policies.
General rules.
Benefits you can enjoy.
Make visits to the organization's facilities.
Introduction to the position: It is advisable for the new employee to be personally taken and
presented with what will be their immediate boss and also with their colleagues. Likewise
to indicate and explain to him what the work will consist of, as well as the places he needs to know such as
the payment location, restrooms, among others.

Technical Aids: They constitute technical aids for proper introduction, the so-called brochures of
welcome or of employees, in them the topics mentioned when talking about the introduction are recorded
in the unit or department.
Based on the previous considerations, it can be said that there are several types of induction.
among which we can mention:

Informal Induction: It is carried out through empirical or incidental inquiry of

individual or by the new coworkers, without any type of organization.
Formal Induction: It is the one that is delivered through communication means.
officials of the organization and its personnel assigned for this purpose. It is worth adding that the induction
it also has other types within the formal such as:
Writing: Such as brochures, instructions, manuals, brochures, flyers, among others. (Joaquín, 2002)
Audiovisual: Projections and welcome videos.
Direct: For the qualified personnel for the induction.
Standards, Policies and Procedures
Standards: It refers to the rules or restrictions.
Policies: They are the criteria or general guidelines for action that are determined in a way
explicit to facilitate the coverage of the procedures.

Conclusion
The induction process is very important as it depends on whether the new staff integrates and
meet those who already belong to the company, hopefully all the managers take it into account because, at
Sometimes, when a new colleague arrives, we don't even know their name or what position they will hold.
perform nor are they given instructions by the bosses. This way, this little ends.
essay regarding induction.
URL OF THE INFORMATION:
Importance of Employee Induction in Companies
Staff Induction
Concept: It consists of orientation, location andsupervisionthat is carried out on the workers of
recent admission (may also apply to personnel transfers), during the period of
initial performance ("trial period").
Importance: Theprogramsofinductionin companies are of utmost importance because they help to
new worker to their adaptation in it. It reduces the great tension and nervousness they carry.
I get the new worker, as he tends to experience feelings of loneliness andinsecurity.
Objectives: The main objective of the induction is to provide the worker with effective orientation.
general about thefunctionswhat it will perform, the purposes or corporate reason of the company and organization and the
structurefrom this. The orientation should aim to encourage the new employee so that they can
integrate seamlessly into thegroupof the organization's work. It thus requires a favorable reception of
the coworkers that can be achieved acoordinationharmonica of thestrengthof work.
It is noteworthy that induction is generally an activity aimed at new personnel who
enter the organization. However, the new workers are not the only recipients of these
programs, should also be given to all staff who are in a total or
partially unknown to them, such as the personnel who have been transferred to different
positions within the organization and for those who are promoted to other positions. The responsibility of
carrying out the induction and orientation process can correspond to both the supervisor and the manager
of personal.
AllprogramThe induction should generally include the following information:
Information about the company/organization:

Mission
History
Activity being developed.
PhilosophyObjectives.
General Organizational Chart

Inner Discipline:

Internal regulations (identification for monitoring entry and exit of personnel,

vehicles, for use of the facilities
Rights and Duties.
Awards and penalties.Discipline.
Promotions.

Communications/ personnel:
 Workforce (workers - employees).
Executive boards.
Staff representatives.
Subordinates.
Partners.
Social services and advantages (socio-economic benefits) provided.

Regarding the specific position that the worker will hold, it is important to highlight the following
information:

Explanation of the activities under your charge and their relation to the company's objectives.
Compensation (salary, category, level, range, classification) possibilities for advancement.
Required performance: Information on measures to apply regarding performance in the position.
Information about the functions performed by the Unit to which it is assigned.
Securitystandards, regulations and functions that must be fulfilled to preserve theirsecurity
personal and that of the rest of the staff.

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Human Resources Process

What is Induction?
Induction is providing employees with basic information about the background of the
company, the information they need to carry out their activities satisfactorily

there are two types of induction:

Generic and
Specific.
In addition, the Induction can be:

Formal or
Informal.

Induction Process.
First Stage: WELCOME.
Its purpose is to receive new workers, welcoming them to the
organization, where the Human Resources Department carries out different activities.

Second Stage: INTRODUCTION TO ORGANIZATION.

At this stage, the new employee is provided with general information about the organization, so as to
facilitate integration within the organization.

Third Stage: EVALUATION AND MONITORING.

The purpose of this stage is to ensure proper development of the Induction Program.
provide feedback on the program and make adjustments.
In this phase, the results obtained are evaluated, with the application of the Training Evaluation and
Follow-up on Induction and Training, in order to apply the necessary corrections.

Fourth Stage: TEACHING PROCESS.

It will be carried out in such a way that the following steps are followed:
Investigate and prepare the worker
2. Show the tasks that need to be performed
3. Practice the execution of the operations
4. Follow up and check if the objectives were achieved
5. Encourage participation

When is it necessary to apply this process?

The induction or welcome begins when the job candidate submits their application and is
program information about the vacancy that is intended to be filled is usually considered finished
when the employee has had enough time to direct the required information and applies with a
degree of success what has been learned.
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What is its purpose?

Induction, also known as reception, incorporation, or accommodation, has the purpose of
that the worker knows more in detail the company and its functions, integrates into their job position and
to the Human Environment in which their working life will take place.
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Activities that the new member of the organization should know.
Know the history of the organization.
Vision
Performance profile.
Schedules, Payment Days, etc.
Articles produced by the company.
Structure of the organization.
Personnel policies.
Benefits and Advantages.

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The induction plans contain...

Organization information.
Personnel Policies.
Contracting Conditions.
Employee benefits plan.
Rest days.
The work to be performed.
Payment Method.

Induction in Competency-Based Management.

The goal of competency-based selection is to find the candidate that fits the best.
rigorously to the profile of competencies required for a specific position, for which the
profile comparison technique, which allows determining what are the existing gaps between the
competencies to be demonstrated by the selected person for the position and those truly required for the
organization, which allows for the execution of a more specific induction process, that only encompasses
especially the deficits presented, thus reducing the preparation time needed for the new one
worker to fully and efficiently integrate into their job responsibilities.
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Benefits of guidance
The transmission of knowledge to new talents by employees who have worked
For many years in the company, it has been an essential part of a company's success. The best way
doing it is through an orientation program. This not only benefits the newcomer, but
also to the company. Next, we analyze the benefits for the newcomer, for the mentor,
and for the company.

What does a new worker get from orientation?

Having a mentor helps the new coworker to navigate the company. The mentor guides him.
teaches the techniques used in the company and shows the methods to apply them effectively
immediate. The mentor provides the new employee with constant feedback, especially at the beginning, and
presents to his contacts. This is particularly useful for the newcomer, who expands his network and
increases its ability to manage in the long term.

What does a mentor gain by working with new talents

Although it is the mentor who is responsible for conveying knowledge to the new employee, the student
it can also teach the teacher. It is most likely that the new employee has left
recently from the university, so he can teach the mentor new tricks of the trade. If
the newcomer has previously worked in a different department, the mentor may know the
internal functioning of that department. On the other hand, orientation (also known as
mentoring) allows the mentor to directly influence the team's efficiency by indicating how to
they do things.

What does the company gain?

When the training comes from those who have already worked in the company for years, the company
can save time and money on external training sessions. The guidance facilitates the transmission
of knowledge within or between departments, which ensures that knowledge is not lost
when new talents take over. Moreover, the process makes it easier to welcome
new workers, which facilitates their transition in the company or in a new department.
Regardless of the perspective, the orientation is beneficial for all parties involved and
contributes value to the ongoing success of the company.