First developed in early 1970’s in the U.S.
Next to Selection and Placement.
Brief introduction about the organization.
Rehabilitated in the changed surroundings.
Also called Orientation programme.
Used by prominent Indian companies like Taj group of
Hotels, Citibank, HUL, P&G and many more.
Planned introduction of employees to their jobs,
co workers and the organization.
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 happily and start work.
To intimate them about the Mission, Aims and Objectives of the Company.
To general information about terms and conditions of employment..
To Stimulate Interest.
To give a clear understanding of their roles and responsibilities.
Minimizes reality shock.
To Communicate the details of the job requirements
Settling smoothly of the new employees in the job.
A well developed and organized induction will form a base for future training and
Can save high cost of recruitment and selection.
Results in integration of the new employees with the team.
Explain the company culture
Clarify policies such as leave (sick, holiday and special)
Pay (how often and how - cash, cheque or direct
Breaks, hours of work and overtime policies.
Workplace Health & Safety overview.
Company hierarchy, and where the new staff member
Components of an
Section supervisor or a nominated colleague
Senior manager(s) and/or HR
Training officer (or line manager
Company representatives from trades unions,
sports and social clubs, etc
Mentor or 'buddy'
Creates favorable impression on employees.
Creates favorable impression of the organization.
Reduces labour turnover and absenteeism.
Exposure to all areas of the organization.
Anxiety, confusion can be removed through proper induction.
Develops good public image.
What happens without an effective
Poor integration into the team
Low morale, particularly for the new employee
Loss of productivity
Failure to work to their highest potential.
Additional cost for recruiting a replacement
Wasted time for the inductor
Lowering of morale for the remaining staff
Damage to the company's reputation
Induction need not be an elaborate exercise, but it must be thought out in
advance, carried out in a timely and careful manner and evaluated to ensure
that it meets the needs of the organisation and the employee.
The benefits of a good induction programme are a more settled employee, a
more effective response to training, lower staff turnover and improved
communications and relationships generally.