Induction Training Program | Human Resources (HR) – Notes

Induction is the process of introducing newly joined employees to the organization. Usually, all the newly joined employees grouped together for the induction program.

The induction program usually starts with an introduction session about the company, and about its business. Several Department heads also address the group and explain more about their respective departments. Additional sessions on salary structure, designation structure, promotions are also conducted.

The advantage of an induction program is that it makes the employee more comfortable, and s/he also gets the opportunity to make some friends. At the end of the induction program, employee is assigned to a department and given a specific job in the company.

Several studies have revealed that induction training directly affects employee attrition rate. In fact, most surveys say that over 25% of new employees quit an organization in the first week of their stint if they don’t feel comfortable with the organization.

People join a company with a lot of expectations, and at the same time, they have lot of questions about the organization, which they hope will be answered when they join. All these queries must be answered in the induction training. Ineffective induction training leaves a new employee confused and insecure about the job, and also feels frustrated and helpless.

A good induction training program facilitates easy integration of the new employee, enabling him to contribute to the organization effectively and quickly, thus benefiting the company as well as the new employee.

Here’s how a new employee can be inducted into the company.

• Be part of an induction program along with other new comers, this would help the employee bond with other employees right from the beginning
• Let the HR to explain the various company policies and benefits, including appraisal cycles, to clear any doubts
• Let heads of various department talk about their departments. This would help new employees know more about the company, and also get a sense of belonging.
• Make them familiar with the organization’s work culture, vision, mission, and goals. New employees should also understand their own role in achieving the goals of the company.
• A comprehensive induction training program helps the new employee become aware of the company’s culture, work norms, policies and procedures of the organization, and thus enables him to quickly adapt to the work environment.
• Effective induction should make the new employee feel welcome in the new environment. Besides a general induction in the organization, an employee should also be taken through another induction in their respective department to help them settle down in their new role and department.

Companies need to carefully plan out their induction program. It needs to take into account the sensitivities and insecurities that a new joinee may have. This is the time to let the employees know that have made the right decision by joining the company. Induction should provide information on the history of the company, how did it start, what difficulties it faced and how did the management overcome those difficulties. Employees should be told about the vision of the company, and how it plans to accomplish those.

The main purpose of induction training is to integrate new employees into the company and make them understand the systems and procedures followed by the organization. Induction training helps new employees settle down quickly in the new work environment, and gives them a sense of belonging.

Management (MBA) questions, assignments on Induction.

Q. Discuss the process of induction (not a traditional one) being followed in any organisation. (It
should not be the traditional way of induction, please cite only those which are different from
traditional methods)

Q. Sanjana joined a media company Showtimes Ltd. as Public Relationship officer. On the very day of her joining the office she is assigned a lot of tasks, which made her feel very nervous and confused. Since it’s the first day of her work Sanjana has lots of query but does not have any coach/ mentor/buddy who she can look up to for any help. For every single query she has to approach the HR who every time assigns a different person to guide her. This continues for every single day. Within a month of joining Sanjana is contemplating to resign from her services. It was then noted by the HR that the employee turnover in their organisation is very high especially within the few months of joining. It also came up that the main reason behind this was lack of Induction to employees

a. What could HR have done when Sanjana kept on approaching them for every single query she encountered during her first month in Showtimes Ltd?
b. You have been hired by Showbiz ltd. as a consultant to come up with induction strategy as it has been proved that if not inducted properly the attrition rates can be very high. Discuss the merits of Induction in general as well as for Showbiz Ltd which you need to present in front of the management.

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