Introducing an employee to the work environment is It is the process by which new employees are introduced to the practices, policies and purposes of the organization. Instead of leaving him to stumble his way through the organization, it is better to systematically introduce him to the company, its policy and its position in the economy.
“Planned introduction of employees to their jobs,
their co-workers and the organization.”
In the words of Armstrong, 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 start work.”
In short we can say that: “Induction or orientation is the process through which a new employee is introduced to the job and the organization.”
According to Billimoria, “Induction is a technique
by which a new employee is rehabilitated into the changed surroundings and introduced to the practices, policies and purposes of the organisation.”
In other words, induction is a welcoming process-
the idea is to welcome a newcomer, make him feel at home and generate in him a feeling that his own job, however small, is meaningful and has a significance as a part of the total organisation.
Objectives And Importance of Induction
When a newcomer joins an organisation, he is an
utter stranger to the people, work place and work environment. He may feel insecure, shy and nervous. Induction leads to reduction of these anxieties; dispels the irrational fears of present employees and hold colleagues responsible for assisting the newcomer so that he may feel confident. A systematic induction process achieves following objectives and benefits:
1.It promotes a feeling of belongingness and loyalty to the organisation among newcomers so that they may not form false impression regarding the company because the first impression is the last impression.
2.It brings an agreement between organisation goals and the personal goals of the newcomers.
3.It builds up the new employee’s confidence in the organisation and in himself so that he may become an efficient worker.
4.It gives the new employee information regarding company viz. its structure, product, policies, rules and regulations, and facilities provided by the company such as cafeteria, locker room, time to break off, leave rules etc.
5.It introduces new worker to the supervisor and fellow-workers with whom he has to work.
6.It creates a sense of security for the worker in his jobnby impressing the idea that fairness to the worker is the interent policy of the organisation.
7.It lessens or avoids the cost of replacing the worker in the early impressionable period because of lack of information or incorrect business impression.
Elements of Induction
A good induction programme has following three
elements:
1. Introductory in Information- A newcomer shouldnbe given informally or in group sessions the introductory information regarding the history of the company and company’s products, its organisational structure, personnel policies, rules and regulations of the company relating to leaves, attendance, pay etc.
2. On-the-job Information- newcomer should also
be given information by the department supervisor where he is placed on the job. The information may be about departmental facilities and requirements such as nature of the job, the extent of his liability and employee’s activities suchnas recreational facilities, associations, safety measures, job routine etc.
3. Follow up Interview- A follow up interview should be arranged several weeks after the employee has been onnthe job, by the supervisor or a personnel manager to answer the problems faced by the employee on the job.
