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.blogspot.com

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