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    Induction

    Uploaded by

    ndlovuayanda05
    Induction Hr

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd

    Induction

    Uploaded by

    ndlovuayanda05
    2 views11 pages
    Induction Hr

    Copyright

    © © All Rights Reserved

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    PPTX, PDF, TXT or read online from Scribd

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    Induction Hr

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    2 views11 pages

    Induction

    Uploaded by

    ndlovuayanda05
    Induction Hr

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
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    Induction

    Benefits of successful Induction programme


    • Reduces ‘reality shock’ and cognitive dissonance.
    • Increases job satisfaction and labour turnover and
    absenteeism.
    • Alleviates employee anxieties.
    • Creates positive work values and reduces start-up costs.
    • Improves relations between managers and subordinates.
    Some topics often covered in employee induction
    programme

    General topics Job-related topics


    • Company history • Introduction to supervisor
    • Company structure and co-workers.
    • Layout of physical • Job location
    facilities • Job tasks
    • Products or services • Job objectives
    • Company policies and • Relationship to other jobs.
    procedures
    • Disciplinary regulations
    General topics
    • Safety procedures
    • Pay scales and pay days
    • Holidays
    • Employee benefits
    Steps in Induction process

    1. Anticipatory stage
    • This is when an employee has certain expectations about
    the organisation and the new job.
    • This includes learning that takes place ‘prior’ to the
    newcomer’s first day on the job.
    2. Encounter stage
    • This is socialisation stage where the newcomer learns
    tasks associated with the job, clarifies roles, and
    establishes new relationships at work.
    • The new employee begins the new job and possibly
    experiences shock and surprise.
    3. Settling-in stage
    • This is when the newcomer master the demands of the job.
    • The employee begins to feel comfortable with the new job
    demands and social relationships within the organisation.
    Designing the Induction Programme

    • The more modern induction programme must be based on


    a good balance between the organisation’s needs and the
    new employee’s needs.
    • The target audience.
    • The essential and desirable information
    • The literacy level of the employees.
    • Employee background
    • Applicable post (job description).
    • Who is responsible for what
    • Training
    • Logistics (stationery, computer, access card, telephone
    line)
    • Access to essential information
    Implementing the Induction Programme

    • During the implementation of the programme, new


    employees are exposed to the immediate surroundings and
    are introduced to colleagues and supervisors.
    • A social get-together with colleagues provide the
    opportunity for the new employee to network, meet the role
    players and become familiar with the business
    environment.
    • The Induction kit should be given to the new employee and
    they must have a checklist.
    Materials that might include in implementation of Induction
    programme

    • Company Organisational chart • Emergency and accident


    • Map of company facilities prevention procedures.
    • Copy of policy and procedures • Company newsletter or
    handbook magazine
    • List of holidays and benefits • Telephone numbers and
    • Who to report to location of key company
    • Copies of performance appraisal personnel.
    forms, dates and procedures
    • Employee security identity
    card.
    Follow-up and Evaluation of the Induction Programme

    • Regular checks should be initiated and conducted by the


    Lime manager after the new employee has been on the job
    on day one, and again after a week, and by HR
    Representative after one month.
    Evaluation of Induction:
    • Unsigned questionnaires completed anonymously by all
    new employees.
    • In-depth interviews of randomly selected new employees.
    • Group discussions with new employees who have settled
    comfortably into their jobs.
    • Arranging meetings with longer-serving employees.
    • Giving regular feedback on the organisation’s progress and
    get feedback from employees.

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