Induction

Definition:

“Induction is the process of receiving and welcoming an employee when he first joins a company and giving him the basic information he needs to settle down quickly and happily and start work”

Introducing the new employee who is designated as a probationer to the job, job location, surroundings, organization, organizational surroundings and various employees is the final step of employment process. Some of the companies do not lay emphasis on this function as they view that this function will be automatically performed by the colleagues of the new employees. This is more so in educational institutions.

This process gains more significance as the rate of turnover is high among new t his employees compared to that among senior employees. This is mainly because of the problem of adjustment and adaptability to the surroundings and environment. Further, absence of information, lack of knowledge about the new environment, cultural gap, behavioral variations, different levels of technology, variations in the requirements of the job and the organization also disturb the new employee. Further, induction is essential as the newcomer may feel, insecure. shy, nervous and disturbing. This situation leads to instability and turnover. Hence induction plays a pivotal role in acquainting the new employee to the new environment, company rules and regulations.

Lecture, handbook, film of group seminars are used to impart the information to new employees about the environment of the job and the organization in the order to make the new employee acquaint himself with the following heads.

About the company :

1. History, growth organization and management, products, customers etc of the company.
2. Basic conditions employment – hours of work, shift, holidays, and retirement benefits.
3. Pay, allowances, deductions.
4. Sickness rules, work-load, use of materials, equipment, machine.
5. Disciplinary rules and procedure.
6. Career path, promotional channel.
7. Unions, negotiating machinery.
8. Education, training and development facilities.
9. Health, safety, medical care arrangements.
10. Canteen and restaurant facilities.
11. Social benefits and welfare measures.
12. Telephone calls and correspondence.
13. Traveling and subsistence expenses.
14. Uniforms, clothing.
15. Various employees – their designations- position in the organization. In addition to using various routine measures, the personnel manager personally explains, clears doubts and queries of the new employees about the company.

2.      About the department:

The department head concerned introduces the new employee to the important employees and describes briefly about the department and the job. Then the supervisor concerned introduces the employee to all the employees in the section, describes in detail the job or work, material, machine, equipment with which the worker has to work, process of the production, place of the employee’s job and its significance in the process of production, his positions in the departmental organization structure, work distribution, assignment, working ours, shift, quality to be maintained, customers of the product etc.

3.      About the superiors and subordinates:

1. Introduce the new employee to the superior to whom he should report.
2. Introduce to other superiors with whom his work is indirectly related.
3. Introduce him to his subordinates with whom he has to work.
4. Introduce to the subordinates who will report to him.
5. Introduce to his colleagues.