Induction: Meaning, Needs and Steps of Induction

Meaning and Definition of Induction

 Induction or Orientation programme of an organisation is a process to guide and counsel the employees to familiarise them with the job and the organisation. This process helps an organisation to clarify the terms and conditions of the employment, specific job requirements and also to inculcate confidence in the minds of the new entrants.

Need of Induction

1. Reduction in Cost and Time: Introduction of the organisation with the employees helps them to acquire necessary skills to work on their job immediately. It speed up the process of learning of the new staff, saving manager's time. It also reduces the cost associated with the training of each employee individually.

2. Reduction in Employee Turnover: A good induction programme aligns the new employees to the goals of the organisation and enhances their productivity to achieve targets at a faster rate. Without Induction programme, the employee is left on his own in the organisation. There will be no sense of belonging in the mind of the employee and he will end up being demotivated to work finally leaving the organisation.

3. Reduction in Anxiety: Induction programme induces clarity in the mind of the employees about their roles and responsibilities in the organisation and what are the expectations of the organisation from its employees. This clarity helps in reducing anxiety from the mind of employees about the new job and work environment.

4. Providing well-detailed information: A good induction programme ensure that new employees acquire a well-detailed information about organisational structure, its policies and communication channel etc. Without Induction, they will get pieces of information on various occasions which may always not accurate and timely. Providing them all the information regarding policies and procedures will enhance their efficiency.

Steps in Induction Programme

1. General Orientation:  Guided tours of different departments in an organisation, introduction with colleagues, superiors and subordinates, supervisors and executives, information about the organisations' mission, philosophy, achievements and future plans, etc. 

Some organisations have their printed manuals, which are given to the new employees to orient them with their induction training programmes for a week or more. 

The purpose of such general orientation programme is to build a sense of pride in the minds of the new employees and also to create an interest in them about the organisation.

2. Specific Orientation: This is intended to help new employees to get adjust in the new work environment. The supervisor or the departmental boss of the employee takes him to his workplace  and imparts guidance for his particular nature of work. 

He is also told about technology, environment and other facilities available in the organisation, prevailing practices and customs and specific expectations from an employee. 

For executives and managerial employees, targets and key result areas for each of them are given to make them aware of what organisation expects from them.

3. Follow-up Orientation: This orientation is conducted sometime after the initial induction of an employee, i.e., usually within a period of six months or so. The purpose of such orientation is to give guidance and counsel to the employees to ensure that they are reasonably satisfied and gradually settling in the organisation.