How the Effective Induction program drive organization towards the success

Mode of connect emotionally with new employs


 Introduction

Simply the  induction program define is, to welcome new employees to the company and prepare them for their new job role

According to the CIPD,(2022)“First impressions of an organization have a big influence on how easily an employee fits in with the team and how happy they are at work. An organization has the opportunity to welcome a new employee, assist with their transition, and ensuring they have the information and support necessary to carry out their work during induction. Effective induction can have an impact on a business's employer brand, absenteeism, and employee retention” 

The Purpose of Induction

Induction ensures that new employees are aware of  the individual expectations, performance criteria's, KPI's  and culture of the Company. When used strategically, the induction process can minimize labor turnover  by assisting to  understand their role and how it fits into the company. 

Companies with defined new employee induction procedures are more likely to experience increased workforce productivity. the new employee may be able to contribute value to the company more quickly if they can get started immediately. A structured induction procedure will provide new employees a good understanding of how the company  operates.

The induction programme  is to be planned well before the employee joins and the company. Duration of program depends on the role of ne w employees.

The Induction process  may consist of mainly on following  steps:

  • Pre-induction process
  • Induction
  • Post-induction process or Follow-up and ongoing development (employsure, 2022)

Following diagram shows what are the  basic topics need to cover  in the induction process.



Figure 01: employ Induction Brief (Works, 2019)


Importance of Good Induction

Reducing the cost and inconvenience of early leavers 

As pointed out by fowler  (1996), employs are far more likely to resign during their first months after joining the organization. The cost can include:

  • Recruitment costs for of replacement
  • Induction costs(training etc);
  • Cost of temporary agency replacement;
  • Cost of extra supervision and error correction;

Increasing commitment

A committed employee is an individual who has an affinity for the company, wants to stay with it, and is ready to put in hard effort on its behalf.

Clarifying the psychological contract

The psychological contract consist of implicit, unwritten beliefs and assumption about how employees are expected to behave and what responses they can expect from their employer.it is concerned with norms, values and attitudes.(Micheal, 2006)

further to above it clearly show the new employes,

  • Settles in quickly.
  • Integrates into their team.
  • Understands the organisation’s values and culture.
  • Feels supported
  • Becomes productive quickly
  • Works to their highest potential.

Absence of  an effective induction, new employees can lead to poor start, and lack clarity on their role and how it links to the organization's goals and objectives, which could impact on their intention to stay in the role. it results employees  leave the company immediately. Such a turn over leads to,

  • Additional cost and time for recruiting a replacement.
  • Wasted time for the inductor.
  • Lowering of morale for the remaining staff.
  • Detriment to the leaver’s employment record.
  • Having to repeat the unproductive learning curve of the leaver.

Conclusion

Induction training is an employee orientation process that helps an organization welcome its new employees and help them understand their role in the system. Planning an Induction process in an organized way plays a major role in the successful integration of the new employees into the organizational 

References

Armstrong, M., 2006. A Hand Book of Human Resource Management Practice. In: 10 ed. s.l.:s.n., pp. 471-477.

CIPD, 2022. CIPD. [Online]
Available at: https://www.cipd.co.uk/knowledge/fundamentals/people/recruitment/induction-factsheet#gref
[Accessed 04 11 2022].

employsure, 2022. employsure work place confidence. [Online]
Available at: https://employsure.com.au/guides/hiring-and-onboarding/induction/
[Accessed 05 11 2022].


Comments

  1. EVON HERATH - MBA - SL - 0016391210 December 2022 at 06:23

    I remember the day when I first went to work in an organization as a newcomer in Sri Lankan society. After reading your blog post, I wish I had known about this. If your blog had been published years ago and I had the opportunity to read it, it would have been precious to my service. This post became a favorite topic for me

    ReplyDelete
    Replies
    1. Chamara Ranasinghe10 December 2022 at 06:32

      Me too. But still local companies not having such kind of planned induction process. its high time to companies link these HR principles to their cooperate strategy.

      Delete
  2. Deshika Dharmarathne10 December 2022 at 06:33

    An important element of the hiring process should be the induction phase, which would allow for a thorough evaluation of a candidate's abilities while they are already working. It's interesting that a lot of us incorporate on-the-job training into our overall training and development framework, but we don't intend for this to be formally established for new hires.

    ReplyDelete
  3. Supun Weerakkody10 December 2022 at 12:09

    Induction is a good opportunity to present new staff with an overview of the training opportunities within the organization. great article chamara

    ReplyDelete

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