Once a
candidate accepts the offer and joins, the organization has to place
him in the job for which he has been selected. Placement is the determination
of the job to which an accepted candidate is assigned and his
assignment to that job.
After selection, the employee is first inducted into the
organization. This is the
period of familiarization for the employee, with the organization,
with his colleagues and with his job. Induction can be defined as 'a systematic process
of familiarizing the employee to the organization, the job and other
employees so that they quickly become productive'.
Induction is a
follow-up action of hiring and concerned with the problem of
introducing or orienting a new employee to the organization. When a new employee reports
for duty the first time, he should be welcomed as a new member or the
organization and must be helped in the process of getting acquainted
and adjusted with his fellow employees and work environment. Initial impressions are very
important, and reflect later in the attitude of the employee towards
the job and the company.
The new employee must be introduced with the fellow employees,
to the working conditions, to the rules and regulations, to the
corporate policies, etc.
A good induction program has three main
elements:
Introductory
information: Introductory
information regarding the history of the company and its products, its
organizational structure, personnel policies, rules and regulations of
the company relating to leave, attendance, pay, perks should be given
informally or in group sessions in the HR department. It will help the candidate to
understand the company well and the organizational policies and
standards.
On-The-Job
Information: Further
information should be given to the new employee by the department
supervisor in the department concerned where he is placed on the job
about departmental facilities and requirements such as nature of the
job, the extent of his liability, and employee's activities such as
recreational facilities, associations, safety measures, job routine,
etc.
Follow-up
Interview: A follow-up
interview should be arranged several weeks after the employee has been
on the job by the supervisor or a representative of the personnel
department to answer the problems that a new employee may have on the
job and to respect some of the information given
earlier.
The importance
of a systematic induction process cannot be overemphasized. The following are the aims of
an induction process, both in terms of the organization and the new
recruit:
Source: http://reachmanagement.blo gspot.com
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