Induction

HR Department
 HR Functions
The human resources (HR) department serves as a link
between management and employees. Specific
responsibilities of HR Dept include –

 Defining positions and related Roles

 Defining HR Policies and Guidelines
 Hiring and Recruitment
 Payroll
 Employee Career Management
 Employee Training
 Salary & Compensation
 Employee recreation
 Motivational Activities
 Induction/Orientation

 Definition: “Orientation or induction

is the process of receiving and
welcoming an employee when he first
joins a company and giving in the basic
information he needs to settle down
quickly and happily and start work”.
 .
Induction
 Orientation or induction is the task of
introducing the new employees to the
organisation and its policies, procedures and
rules. It might be for a day or two where
employees are given information of company ,
its history , its current position, benefits for
which he is eligible, leave rules , rest periods.
Also covered are routine things which a
newcomer must learn such as cafeteria ,break
rooms , restrooms etc.
Induction
 In some organisations , all this is done
informally by attaching new employee
to their seniors who provide guidance
on these matters. Lectures ,
handbooks , films, groups, seminars are
also provided to the employees.
 Induction and training are vital to today’s business world. A good induction and training
program can greatly improve well being and productivity throughout a company, whilst a
bad one can not only cause confusion, but also to large decreases in productivity through
staff not knowing their function, or their place in the company.
 There is, however, much confusion over what induction actually is, and some companies try
to cram too much into their induction programs, in too short a time, leading to even more
confusion.
 Induction
 HR or the Department Manager generally carries out induction when a new employee starts.
It is often a two level thing, with some items carried out by a Mentor or the person training
the new employee.
 Generally, a good induction program will

Induction
 Induction
 HR or the Department Manager generally carries out
induction when a new employee starts. It is often a two
level thing, with some items carried out by a Mentor or
the person training the new employee.
 It is important that no one person tries to do the whole
induction process. The whole induction process should be
as interactive as possible to make the new employee feel
included and to assist in the assimilation of information.
 The position Description and General Overview should be
done by the new employee's direct supervisor
Objectives of induction
 Removes fear: new person is stranger
and is new to the people and
environment, induction removes fear
and improves performance
 Creates good impression: to feel the
newcomer feel at home and develop a
sense of pride, adapt , get along with
people and get off to a good start
Objectives of induction
 New recruit is able to see more clearly
what he is supposed to do how his
colleagues are and how important his job is.
 Act as valuable source of information: basic
aim of this process is to communicate
specific job requirement s and put it at ease
and make him feel confident about his
abilities.
Advantages and Objectives of an
Orientation programme
 Advantages:
 Objectives:  It helps to build two way
communication
 1. To help the new come to  It facilitates informal relations
overcome his shyness and team work
 To build new employee’s  Induction is helpful in supplying
confidence information about the
 To develop the new entrants a organisation, job, and welfare of
sense of belonging and loyalty employees
 To foster a close and cordial
 Proper Induction will reduce
employees grievances,
relationship… absenteeism and labour turnover
 To prevent false impression  Induction helps to develop good
and negative attitude of the public relations and improve the
new employees overall morale of employees
 To give the new comers  An Induction programme proves
necessary information like that the company is taking a
canteen, locker room. Rest sincere interest in getting him off
periods and leave rules etc… to a good start
Steps in induction program
 Welcome to org
 Explain about company
 Show location of deptt
 Give company manual
 Details about work groups and unions
 Details about pay, benefits,holidays and
leaves
Steps
 Explain about future training
oppurtunities and career propects
 Clarify doubts
 Take him on a guided tour of the
building
 Contents of an Induction programme:

 Brief history and operations of the company.

 Products and services of the company.
 The company’s organization structure.
 Location of departments and employee facilities.
 Policies and procedures of the company.
 Rules, regulations and daily work routines.
 Grievance procedures.
Contents of induction
 Safety measures
 Standing orders and disciplinary procedures
 Terms and conditions of service including
wages, working hours, over time, holidays etc.
 Suggestion schemes
 Benefits and services for employees.
 Opportunities for training and promotions
transfers etc
socialisation
 It is the process by which the new recruit
begins to understand and accept the values,
norms and beliefs held by others in the
organization, internalize the way things
are done in the firm. Induction program is a
effective socialization tool as it makes the
new person aware of how firm is run who
has more power how to behave , etc
 Code of Conduct
 Add Code of conduct of your company ! !
 HR Policies

 Leave Policy
 Attendance Policy
 Performance appraisals
 Trainings
 Compensation & Salary
 Employee Recreation
 Leave Policy
Add No of leaves in the company and procedures to take
leave
Attendance Policy

Attendance and rules related to attendance in your

company
 Appraisals
 The performance review is done bi-yearly in the organization
How do we Access You ?
The promotions in the organization are usually governed by the
following factors:
 How well an employee performed in his / her present job.
 How much potential an employee has for future responsibilities.
 How much additional knowledge he / she have acquired for
further advancement.
 Personal attribute, work habits, attitude towards self and others,
ability to get along with the team, leadership qualities, personal
contribution to the success of the company determines his / her
competence for promotion.
 Feedback given by all those who work with the employee such as
his / her superiors, subordinates, peers and the customers.
 Trainings &
Compensation
Trainings Include –
 On-the-job training,
 Coaching,
 Classroom training
 Self trainings
 Team Trainings

Compensation & Salary –

Salary is paid on - of every month.
Salary is to be treated as confidential information and no
communication is to be done with colleagues and other staff
 Work Culture
 Dress Code -
 Language
 Employee Addressing
 Email Utilization
 Feedback Culture
 Working Days
 Mobile use
Employee Recreation
Birthdays –

 Birthdays are celebrated on last day of the month. arrangements of

birthday celebrations are done by the HR department all cost bear by
the company.

Picnics –

Any other you can add