Employee induction in an

organization
Induction is a necessity for future performance of the new employee or even for
existing employees who are transferred to other functional areas. It is absolutely
vital for new starters. Good induction training ensures new starters are retained,
and then settled in quickly and happily to a productive role. It’s more than skills
training and is about the basics that seasoned the employees i.e what the shifts are,
where the notice-board is, what is the routine for holidays, sickness, where's the
canteen, what's the dress code. New employees also need to understand the
organization's mission, goals, values and philosophy, personnel practices, health
and safety rules, and of course the job they're required to do, with clear methods,
timescales and expectations.

Induction includes an orientation about the company, the various department

products and services along with a formal introduction to all staff and an overview
of job roles. It is therefore important to plan an appropriate induction programs as
it also marks the beginning of the employer-employee relationship. Induction is a
must in every organization. In fact there are many companies that do not allow new
recruits to take up responsibilities without attending the induction session.

On the point of values and philosophy, induction training offers a wonderful early
opportunity to establish clear foundations and expectations in terms of ethics,
integrity, corporate social responsibility, and all the other converging concepts in
this area that are the bedrock of all good modern responsible organizations.

The guidelines to design the prefect induction program:

1. Induction should be flexible and employee centric.
2. Draw a plan on whom to involve in the induction (like HR, HODs, etc) and
form them accordingly.
3. Employ a range of communication techniques like group discussion and
presentations (Power Point/overheads/slides) as part of the training process.
4. The HR team usually handles the initial paper work like giving details about
the company its history office locations, business operations, products and
services, departments and their functionality, hierarchy company policies
and procedures and a write up explaining the job profile, responsibilities and
accountabilities of the new employee.
 5. The HOD/senior colleagues can provide an in-depth insight of the respective
employee’s job and responsibilities, how the role fits into the team and the
business as a whole set performance standards and targets and identify
training requirement, if needed.
6. Give the new recruits sufficient time at least two-four weeks to settle down
and know the job and how to be done.
7. Maintain a performance tracking book and minutes of other regular
meetings.
8. Try not to overload the employees with too much information.
9. Have a follow up appraisal to sort out any queries that they may have.
10.Ensure that all new recruits are given a positive message and consistent
information. The new recruits should be made to feel welcome and accepted.
11.Before the candidate reports keep essentials like entry passes and a work
station along with a working computer, phone, and other required stationary
ready.
12. Other methods clued furnishing employees with an induction manual, giving
pre-employment information packs including staff handbooks with an
outline of the initial programs, offers of pre-employment visits and guided of
the company.

The induction coordinator has the following

responsibilities:

Report on progress & Devise a program to

provide feedback to meet the
the HR department requirements of the
INDUCTION HR Department. &
any other

PROCESS
Meet regularly with Ensure all
the new employees to arrangements have
review progress & been made
identify outstanding
& training gaps
Indicators of an effective induction program include:

 An actively supportive and closely involved supervisor or manager.

 Accountability, ensuring induction occurs.
 Professional development and learning planning being part of the induction
process.
 Tailoring to the needs of the new staff member.
 New staff members taking a proactive role in their own induction.

As with any type of training, it is vital to review and seek feedback after induction
training. It is useful to evaluate induction programs, to identify aspects that could
be improved and ensure that the process is continually improved.

Organizations need to analyze overall feedback results from new starters, to be

able to identify improvements and continuously develop induction training
planning. Feedback is also taken from staff that helps to provide the induction
training for new starters with a positive feedback and constructive suggestions.

The benefits of induction programs are vast and include:

 It gives information about the skills and knowledge required for the job.
 Induction aids first time managers in a new industry to settle confidently and
easily into the new role.
 Increased retention of newly hired employees.
 Improved employee morale and increased productivity.
 A properly crafted induction program will save time and money in the long
run. Money that might have ended up being spent on covering absences and
hiring replacements if induction isn't done well.
 Integrates newcomers into their working environment quickly and makes
them productive.
 It makes the employees feel welcomed and valued, and gives them a positive
impression of the organization.
 It helps minimize employee turnover and recruitment costs.
  Gives an understanding of the company’s mission, structure culture, policies
procedures and methods of working.

IT’s importance in the current

scenario
The changing business scenario and workforce trends have made employee
retention a crucial problem that needs to be solved. An effective employee
induction program is one such tool that is used for successful employee on
boarding and employee retention. Employee Induction is defined as a systematic
organizational effort to assist personnel to adjust readily and effectively to new
assignments, so that they can contribute maximum to the working of the system.

Induction programs for new recruits are increasingly becoming a common practice
in most companies. Earlier a new employee would be assigned a mentor who
would familiarize the entrant with the ins and outs of the company. However, now
the realization of proper induction training can better develop the connection
between an employee and organization which in turns fosters loyalty and long term
association.
The length and nature of induction program varies according to the organizational
policy. It encompass a formal training period which takes the entrant over the
company’s vision, past growth, business verticals, products and services as well as
systems and processes. On the other hand it may be a more casual, interactive
session among the new employees, senior management and old timers of the
company.

In the business world, “the more effective the employees and the quicker their
integration with the company, the greater will be the profit generation for an
organization”. The Employee Induction Program should be designed in such a
way that it provides relevant information to the employees. Provision of reality
checks through surveys, feedbacks, and appraisals help the employer ensure the
effectiveness of the induction program.
ORGANISATION’S VIEW
From the organization's point of view, Induction is the period which prepares the
new joiner for their role and gives them the basic knowledge required to begin
functioning effectively and safely from the very beginning. It is also the period
during which the employer can quickly confirm the wisdom of the decision the
individual has made to come and work there and make them feel welcomed and
valued.
The employing organization ensures that the new employee receives quite a range
of information. This is explained by this design:

This gives the candidates good grasp of functions and facilitate their future
functioning efficiently. Today, new recruits are expected to be self-starter from day
one. Thus, it becomes mandatory to make inductions a vital part of recruitment as
it benefits both, the employer and the employee.

EMPLOYEES VIEW
From the individual's point of view it is the period where they learn about their
new organization, their new job and the people with whom they will be working. It
is also the period during which they absorb the culture, ethics and standards of the
business and begin to form judgments about what is acceptable and non-acceptable
in terms of behaviors and inputs.
The key concerns of all new entrants, irrespective of age or seniority tend to be
similar. These early concerns are about very personal issues such as:

• Who are my bosses and what are they like?

• Who will I be working with? What are they like?
• What are the arrangements for pay, holidays, meal breaks and flexi time?
• What is my workplace like? Will I have all the equipment I need?
• What are the rules, standards etc which I need to fit in with?

When these personal issues are addressed the new entrants will be interested in
their work and will reduce the retention ratio.
Induction policies mbil is
adopting

GAP ANALYSIS
When the induction training is conducted the main task of the HR personnel is to
analyze the gap between the policies made by the organization and its
implementation.

Induction Training Feedback

Analysis
Induction Feedback is required to identify the satisfaction level of employees for
which the induction is conducted. It also make the organization know about, is the
induction conducted as per planned. The feedback is taken keeping in mind the
various parameters which are essential for induction. The most important aspect of
induction feedback is the suggestions given by the employees. And the
organization has to work upon to achieve maximum satisfaction of employees and
make the induction program effective.
Rating scale of various parameters

Induction Feedback

3.7

A 3.6

v 3.6

e 3.5

r 3.5

a 3.4

g 3.4

e 3.3

3.3
Felt Welcomed HR Program was J oining Infrastructure-
and valued on Courteousness to conducted in lne Documents filled Received the ID
arrival. the entie with the plan are of card and Visiting
Induction discussed importance and card in time as
experience relevance defined

Graded parameters

The above figure shows the average grading given by different employees to the
various parameters shown in the diagram. This figure helps us to know about the
pitfalls in the whole induction program.
As seen from the above figure, the third & fourth parameter shows the lowest
average. It means that the organization has to work upon the plan in accordance
with the implementation and timely delivery of the ID and Visiting cards.

Analyzing process
There are many ways to analyze the Induction Feedback Form. One process has
been described above in detail. The next way in which we can analyze the
Induction Feedback Form is by going through “their overall induction
experience” of the employees.
First of all, all the employees are divided into the level I & II.
Level I comprises of Supervisor - Sr.Officer/Sr.Engineer
Level II comprises of Assistant Manager – Manager
This differentiation makes easier for an organization in analyzing the Induction
Feedback Form.
On the basis of the overall induction experience given by the employees is
considered & the following conclusion can be drawn.

Overall Induction Experience of employees

35%

30%

25%

20%

15%

10%

5%

0%
Excellent & Very good Good & Informative Effective & Useful

The induction experience of the employees as shown in the above figure reflects
that the overall induction training is good & informative. But there is a still more
room for improvement. For the maximum satisfaction of the employees the
organization needs to make its induction program more excellent and effective.

The most important step in Induction Feedback is the analysis of the suggestions
provided by the new recruiters. The following are the suggestions listed below
given by the employees while induction training in MoserBaer (MBPV).
 LIST OF SUGGESTIONS

PARAMETERS LEVEL NUMBER OF EMPLOYEES

Better time management both 4 (L1), 1 (L2)
Proper training schedule both 2 (L1), 2 (L2)
Detailed trainings on each vertical
both 4 (L1), 1 (L2)
Plant visit should be more sequenced both 14 (L1), 2 (L2)
Properly plan the industry visit &
keep a professional person/HR who
can guide us properly while the visit. both 3 (L1), 2 (L2)
More technical classes should be
included. both 5 (L1), 1 (L2)
Welcome kit should be given
1 3
Soldering should be automatically at
module line 1 3
Should be held repetitively
1 5
More time should be given for
induction 1 17
Some more should added in
presentation slide it reflect the whole
organization. 1 2
More focus on the three products 1 3
Should be provide letter pads
1 6
Smell of acids should be controlled in
cell line area 1 2
Reading material/handouts should
also be provided 1 14
MBIL Visit should also be included
1 4
Groups Who visited the Plant should
be very small because in large group
we do not understand the facts very
clearly. 1 8
More Hindi oriented 1 3