Introduction

When a new employee joins an organisation, he is completely a stranger to the people, work place and the work environment. Therefore, he is likely to feel insecure, shy and nervous. In the absence of information and support there is likely to be anxiety and fear in his mind. He may undergo reality shock caused by a gap between his expectations and the real situation. Induction or orientation can help overcome these problems. Once an employee is selected and placed on an appropriate job, the process of familiarising him with the job and the organisation begins. This process is called induction or orientation or indoctrination or assimilation.

The new employee is introduced to the job, the coworkers and the organisation. The purpose of orientation is to make the new entrant feel at home and develop a sense of pride in the organisation and commitment to the job. The newcomer is explained his duties and responsibilities, company policies and rules, and other relevant information to get acquainted and accommodated with the organisation. Orientation is, therefore, the process of indoctrination, welcoming, acclimatisation, acculturalisation and socialisation.

Induction or orientation may be defined as a process of guiding and counselling the employee to familiarise him or her with the organisation and the job situation. This exerts a marked influence on the job tenure and effectiveness. The induction process accomplishes several objectives including formation of a favourable impression of the organisation, attitude development, the feeling of belonging, facilitation of learning and team work with other employees. It reduces employee grievances, frustration and turnover as also helps in the attainment of numerous training objectives.

As regards the contents of the induction programme, it embraces a wide range of items usually embodied in the employee handbook or manual. The contents of the induction programme should be determined in the form of checklist specifying the topics to be covered. Attempts should be made to follow-up and assess the programme by interviewing the new employees as a measure to correct the gaps in the knowledge and attitude of the employees.

Thus, induction is a line responsibility supported with staff advice and guidance. The Supervisor, foreman or manager should be trained in the induction process, and care has to be taken that he or she does not entirely delegate this crucial responsibility to fellow workers. The Personnel Department should be made responsible for training the managers, supervisors, or foremen in this respect, and evaluating the programme periodically. Several induction methods can be used depending upon the needs of the organisation. It may, however be noted that specific methods are effective for specific category of employees which should be determined through intensive research programmes. Several methods of training can be effectively employed for inducting new employees.

Induction

According to Edwin B.Flippo, “Induction is concerned with introducing or orienting a new employee to the organisation. It is the welcoming process to make the new employee feel at home and generate in him a feeling of belongingness to the organisation”. It is the first step in a proper communication policy which seeks to build a two-way channel of information between the management and employees. 

The induction programme clarifies the terms and conditions of employment, communicates specific job requirements to the employees and provides confidence in the company as well as in their own ability to accomplish the work assigned to them effectively. Orientation or induction is the task of introducing the new employees to the organisation and its policies, procedures and rules.

A typical formal orientation programme may last a day or less in most organisations. During this time, the new employee is provided with information about the company, its history, its current position, the benefits for which he is eligible, leave rules, rest periods, etc. Also covered are the more routine things a newcomer must learn, such as the location of the rest rooms, break rooms, parking spaces, cafeteria, etc. In some organisations, all this is done informally by attaching new employees to their seniors, who provide guidance on the above matters.

Lectures, handbooks, films, groups, seminars are also provided to new employees so that they can settle down quickly and resume the work.

Objectives Of Induction

Induction serves the following purposes:

1. Removes fears

A newcomer steps into an organization as a stranger. He is new to the people, workplace and work environment. He is not very sure about what he is supposed to do. Induction helps a new employee overcome such fears and perform better on the job.

It assists him in knowing more about:

• The job, its content, policies, rules and regulations.

• The people with whom he is supposed to interact.

• The terms and conditions of employment.

2. Creates a good impression

Another purpose of induction is to make the newcomer feel at home and develop a sense of pride in the organisation. Induction helps him to:

• Adjust and adapt to new demands of the job.

• Get along with people.

• Get off to a good start.

Through induction, a new recruit is able to see more clearly as to what he is supposed to do, how good the colleagues are, how important is the job, etc. He can pose questions and seek clarifications on issues relating to his job. Induction is a positive step, in the sense, it leaves a good impression about the company and the people working there in the minds of new recruits. They begin to take pride in their work and are more committed to their jobs.

3. Acts as a valuable source of information

Induction serves as a valuable source of information to new recruits. It classifies many things through employee manuals/handbook. Informal discussions with colleagues may also clear the fog surrounding certain issues. The basic purpose of induction is to communicate specific job requirements to the employee, put him at ease and make him feel confident about his abilities.

Benefits 

• Lower turnover, especially new recruit turnover

• Increased productivity

• Improved employee morale

• Lower recruiting and training costs

• Facilitation of learning

• Reduction of the new employee’s anxiety

• Induction helps to build up a two-way channel of communication between management and workers.

• Proper induction facilitates informal relation and team work among employee.

• Effective induction helps to integrate the new employee into the organization and to develop a sense of belonging.

• Induction helps to develop good relation.

• A formal induction program proves that the company is taking interest in getting him off to good start.

• Proper induction reduces employee grievances, absenteeism and labour turnover. Induction is helpful in supplying information concerning the organization, the job and employee welfare facilities.

Contents of Induction Programme

Topics to be covered in induction 

1. Company’s history, mission, vision and philosophy

2. Products and services of the company

3. Company’s organisation structure

4. Location of departments and employee services

5. Employee’s activities like clubs, credit society

6. Personnel policies and procedures

7. Standing orders

8. Rules and Regulations

9. Terms and conditions of services

10. Grievance procedures

11. Safety measures

12. Benefits and services for employees

13. Training, promotions and transfer facility

14. Career advancement schemes

15. Counselling facility 

Induction Process

The following are the steps in induction process

1. Welcoming the New Employees

The first fundamental step in induction is welcoming the new employees as soon as he joins the organizations and is duly placed on the job and gives basic instruction. 

2. Induction with Immediate Superior

After welcome of the new employees, the next step is to introduce him with his immediate superior or with his colleagues and briefly explains his duties, responsibilities authorities, work procedure and practices. 

3. To Impart Detail Instructions

The third and last important step in induction is to give detail information about the company such as company policies, plans, targets objectives, goals, products services, future prospects, working environment, future facilities, salary structure promotional opportunities, transfer facilities etc. At this stage a new comer knows his job and forms opinion about it, of course which is positive and starts integrating himself with the organization his job and the environment. 

Induction takes place sometimes within one week to six months from the time of the initial hiring and orientation. It is generally conducted either by foreman or a specialist. Its main purpose is to find out whether the employee is reasonably satisfied or not.