Induction & its Importance
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: GET PAID TO POST PICTURES GET PAID TO RECEIVE EMAILS GET PAID TO RECEIVE SMS Fropper.com - Make Friends, Find Dates, Have Fun Find your life partner online at Shaadi.com Matrimony
* To promote a feeling of belonging and loyalty of the organization amongst newcomers so that they may not form a negative or false impression regarding the company because the first impression is a lasting impression.
* To bring an agreement between the organizational goals and the personnel goals of the newcomers.
* To build up the new employee's confidence in the organization and in himself so that he may become an efficient worker.
* To give the new employee information regarding the company – its structure, product, policies, rules and regulations and facilities provided by the company. 
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* To introduce the new worker to the supervisor and the fellow-workers with whom he has to work.
* To reduce the stress levels created in the new recruit by leaving his previous job and relative 'known' environment and people to a new job which carries an 'unknown' factor and strangers.
* To reduce the anxiety levels of new recruits and to foster a positive attitude towards the organization by answering or responding to queries which were not addressed at the time of recruitment.
* To smoothen the process of integrating the new employee into the workforce and to help him in building rapport, trust and establishing credibility.
* To create a sense of security for the worker in his job by impressing the idea that fairness to the worker is the inherent policy of the organization.
* To lessen or to avoid the cost of replacing the worker in the early impressionable period because of lack of information or incorrect business impression.
The advent of ISO and the maintenance of the QMS manual by various organizations eases the process of communicating the organization structure and the various ramifications of the organization to the employee – since the QMS manual is a ready information archive of various facets of an organization including the various SOPs (Standard Operating Procedures). This enables a new recruit to familiarize himself with the organization and with his job with remarkable quickness.
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