MEANING,PROCESS AND METHODS OF INDUCTION TRAINING

•    MEANING,PROCESS AND METHODS OF INDUCTION TRAINING
TRAINING AND DEVELOPMENT

•     INTRODUCTION

•     IS AN IMPORTANT PROGRAMME FOR BRINGING STAFF INTO ORGANIZATION. PROVIDES INTRODUCTION TO THE WORKING ENVIRONMENT AND SET UP OF THE EMPLOYEE WITH IN THE ORGANIZATION.

•     GOOD INDUCTION PROGRAMMES CAN INCREASE THE PRODUCTIVITY.

•     IN HUMAN RESOURCE DEVELOPMENT,INDUCTION TRAINING IS A FORM OF INTRODUCTION FOR NEW EMPLOYEE IN ORDER TO ENABLE THEM TO DO THEIR WORK IN NEW PROFESSION OR JOB ROLE WITH IN ORGANIZATION.

•     INDUCTION TRAINING IS SYSTEMATIC TRAINING.

ü  DEFINITION OF INDUCTION/ORIENTATION

•     EDWIN B FLIPPO ,” IS THE WELCOMING PROCESS TO MAKE THE NEW EMPLOYEE FEEL AT HOME AND GENERATE IN HIM THE FEELING OF BELONINGNESS TO THE ORGANIZATION.

•     PROCESS OF INTRODUCING THE NEW COMER TO THE ORGANIZATION

•     GARY DESSLER,” ORIENTATION IS A PROCEDURE FOR PROVIDING NEW EMPLOYEE WITH BASIC BACK GROUND INFORMATION ABOUT THE FIRM.

•     OBJECTIVE/NEED

1.     FORMALLY WELCOMING THE EMPLOYEE

2.     REMOVES FEAR

3.     CREATES A GOOD IMPRESSION

4.     ACT AS A VALUABLE SOURCE OF INFORMATION

5.     REDUCE ABSENTEEISM AND TURNOVER IN THE LONG RUN

6.     CONTROLLING THE HR COST

7.     DEVELOPING THE TEAM SPIRIT

•     CONTENTS OF INDUCTION
ORGANISATION ISSUE

1.     HISTORY OF COMPANY

2.     DETAIL ABOUT THE JOB

3.     STRUCTURE OF THE ORGANISATION

4.     PERSONNEL POLICY

5.     TERMS AND CONDITIONS OF SERVICE

6.     GRIEVANCE PROCEDURE

7.     SOCIAL BENEFITS

8.     OPPORTUNITIES

•     CONTENTS OF THE INDUCTION

I.        INFORMATION ABOUT EMPLOYEE BENEFIT LIKE MEDICAL ALLOWANCES,LEAVE,PROMOTIONAL POLICY ETC

II.        INTRODUCTION TO THE SUPERVISORS,COWORKERS,TRAINERS AND EMPLOYEE COUNSELOR

III.        INFORMATION ABOUT JOB DUTIES

•     TYPES OF INDUCTION

I.        FORMAL OR INFORMAL

II.        INDIVIDUAL OR COLLECTIVE

III.        SERIAL OR DISJUNCTIVE: WHEN EXPERIENCED EMPLOYEE INDUCTS A NEW EMPLOYEE IT BECOMES SERIAL

IV.        INVESTITURE OR DIVESTITURE INDUCTION SEEKS TO RATIFY THE USEFULNESS OF THE CHARACTERISTICS THAT THE PERSON BRING TO THE JOB. AND DESTITUTE SEEKS TO MAKE MINOR MODIFICATION TO BETTER FIT BETWEEN A NEW MEMBER AND THE ORGANIZATION.

ü  TYPES OF INDUCTION

•     FORMAL

I.        PLANNED ATTEMPT TO INTRODUCE NEW EMPLOYEES TO THE ORGANIZATION JOB AND THE WORKING ENVIRONMENT.

II.        MAY CONSUME MORE TIME OF SUPERIOR BUT THIS TYPE OF TRAINING WILL PROVIDE FUNDAMENTAL THINGS TO NEW EMPLOYEES AND PROVIDE THE OPPORTUNITY TO CREATE BELONGING AND LOYALTY TO THE ORGANIZATION

•     INFORMAL

I.        IT IS NOT PLANNED AND IT IS ADHOC. NEW EMPLOYEE LEARN THROUGH HIT AND TRIAL METHODS. THEY GET FAMILIAR WITH THE WORK AND WORK ENVIRONMENT BY THEMSELVES AND IT WILL MAKE THE EMPLOYEE STRESS FUL IN THE BEGINNING.

II.        CATEGORIES OF EMPLOYEES

III.        NEW EMPLOYEE

IV.        TRANSFERRED/PROMOTED EMPLOYEE

V.        ALL CURRENT EMPLOYEES

•     RESPONSIBILITIES OF INDUCTION:-

I.        SUPERVISORS

II.        HEAD OF THE DEPARTMENT

III.        HR DEPARTMENT

IV.        MENTOR OR COWORKER

V.        STAFF REPRESENTATIVE

ü  METHODS OF INDUCTION TRAINING

•     GROUP ORIENTATION:

I.        INDUCTION IS GIVEN TO GROUP

II.        GREAT OPPORTUNITY FOR NEW EMPLOYEE TO LEARN ABOUT THE ORGANIZATION,CULTURE AND BUSINESS PRACTICES

III.        FOR MORE EFFECTIVENESS IT SHOULD INTRODUCE THE BASIC AND THEN FACE TO FACE SESSION FOR BETTER LEARNING

IV.        IT IS INEFFECTIVE IF THERE IS LARGE GAP BETWEEN A NEW HIRE’S START DATE AND GROUP SESSION

V.        IT WILL BE VERY EFFECTIVE IF IT INITIALLY USES BLENDING STRATEGY WITH ONLINE AND ONE TO ONE ORIENTATION INITIALLY

•     ONE TO ONE ORIENTATION:-

•               SUPERVISOR OR TRAINER CONDUCTS ONE TO ONE ORIENTATION ACTIVITIES AND INFORM THE NEW EMPLOYEE ABOUT THE DEPARTMENT,TEAM,PROCESS,RESOURCES AND TOOLS ETC

•               MOST EFFECTIVE WHEN USED WITH PLANNED ACTIVITIES OR GUIDED BY CHECK LIST

Ø BUDDY PROGRAMME:-IS A TOOL TO ACCELERATE THE NEW EMPLOYEE’S ABILITY TO DEAL WITH EARLY DISCONNECTING ISSUES. BUDDY IS ONE WHO PARTNERS WITH A NEW EMPLOYEE DURING THEIR FIRST SIX MONTHS. HE OFFERS ADVICE AND GUIDANCE TO NEW HIRE. THE NEW EMPLOYEE FEELS AT HOME IN THE COMPANY OF BUDDY AND BECAUSE HIS QUERIES ARE HANDLED IN QUICK WAY

ü  SELF DIRECTED LEARNING: IS THE PROCESS OF LEARNING INDIVIDUAL BY SELF AND HERE THE LEARNING SHIFT FROM THE ORGANIZATION TO INDIVIDUAL. THE EMPLOYEE TAKES THE REINS,SELECTED THEIR OWN TRAINING CONTENT ACCORDING TO THEIR INDIVIDUAL LEARNING INTERESTS AND NEEDS. WITH A PERSONAL STAKE IN THEIR LEARNING EMPLOYEES ARE MORE INTERESTED AND THEY LEARN FASTER AND IT WILL BOOST MORE MORALE AND PRODUCTIVITY.

Ø ON LINE ORIENTATION:-ON THE FIRST DAY,A NEW EMPLOY CAN ACCESS UP TO DATE INFORMATION ABOUT THE ORGANIZATION’S MISSION,VISION AND VALUE SYSYTEM AND CAN PARTICIPATE IN INTERACTIVE LEARNING QUICKLY WITHOUT WAITING FOR SCHEDULING OF GROUP ORIENTATION.

ü  ON LINE ORIENTATION RESOURCES INCLUDE WEB PAGES WITH TEXT AUDIO,VIDEO ETC,SELF PACED ON LEARNING MODULES,DISCUSSION FORUMS,WEB CONFERENCING OR TEXT CHAT

Ø E MAILS:- INITIAL MESSAGE IS SENT TO THE NEW HIRE FOR ACCESSING ON LINE ORIENTATION

Ø VIDEOS :ANY ORIENTATION CAN BE ENHANCED THROUGH VIEWING EXISTING VIDEOS ON HAND SUCH AS CORPORATE VIDEOS,TELEVISION DOCUMENTARIES. STREAMING VIDEO CLIPS DELIVERED AS A PART OF ON LINE ORIENTATION ARE AN OTHER EMERGING TREND.

Ø CHECKLISTS:-FOR AN INDUCTION TRAINING PROGRAM ENSURES THAT NO IMPORTANT INFORMATION REQUIRED FOR EMPLOYEE ORIENTATION IS LEFT OUT. IT IS VERY VALUABLE TO MANAGERS,SUPERVISORS,TRAINING AND NEW HIRES

·         CHECK LIST FOR NEW EMPLOYEE:-

I.        INTRODUCTION

II.        INTRODUCTION TO THE ORGANIZATION

III.        JOB POSITION

IV.        PERFORMANCE OF WORK SCHEDULE

V.        FINANCIAL BENEFITS

VI.        SAFETY AND SECURITY

Ø  ORIENTATION KITS:_PROVIDES A PACKAGE OF RESOURCES IN CARRY AWAY FORMAT.THE FORMAT CAN BE AS SIMPLE AS BINDER OR AN ENVELOPE OR MORE ADVANCED SUCH AS A BRIEFCASE OR CUSTOMIZED CONTAINER. OFTEN INCLUDED IN ORIENTATION KIT :-

I.        WELCOME LETTER

II.        EMPLOYEE HANDBOOK

III.        WHO IS WHO LIST

IV.        METHODS TO ACCESS ON LINE ORIENTATION RESOURCES

V.        LIST OF LOCAL AMENITIES

ü  INDUCTION PROCESS

ü  PLANNING AN INDUCTION PROGRAMME:-

I.        INDUCTION POLICY

II.        BUDGET

III.        OTHER PLANNING CONSIDERATIONS: TIME PERIOD,GOALS OF PRORGAMMES,RESOURCES,TRAINING MATERIALS AND QUALIFICATION OF TRAINERS ETC

Ø DESIGNING AN INDUCTION PROGRAMME:-

I.        JOB RELATED INFORMATION

II.        GENERAL INFORMATION

ü  PROCESS OF INDUCTION

Ø IMPLEMENTING INDUCTION PROGRAMME:

I.        PRE EMPLOYMENT PREPARATION

II        FIRST DAY INSTRUCTION

III        WEEKS 2-5

IV.        BY THE END OF THE WEEK 6

Ø EVALUATION OF AN INDUCTION PROGRAMME