Objectives of Induction in HRM

Everything you need to know about the objectives of induction. Induction is the process of introducing new employees to an organisation, to their specific jobs and departments, and in some instances, to their community.

Orientation also marks the beginning of the process by which employees are integrated into the organisation.

The employees should integrate well into his/her team and the organization, work according to the organizational values, and achieve optimum productivity.

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As a result, the new recruits will work to their full potential and obtain maximum job satisfaction. The induction process is designed primarily for the fresh recruits who join the organization from other companies, but relevant parts should also be applied to the new recruits who are transferred internally.

The objectives of induction are:-

1. Introduction of the Company of the New Comers 2. To Remove Hesitation and Shyness of New Comers 3. To Acquaint the New Comer about Rules and Regulation 4. To Remove Fear and to Develop Confidence

5. To Develop Honesty, Loyalty and a Sense of Belonging 6. To Gain Image, Behaviour, Response and Attitude 7. To Develop and Maintain Healthy Relations 8. To Rehabilitate into the Changed Surroundings and 9. To Minimize the Reality Shock.

What are the Objectives of Induction in HRM?

Objectives of Induction – Top 8 Objectives

Induction is the process of introducing new employees to an organisation, to their specific jobs and departments, and in some instances, to their community. Orientation also marks the beginning of the process by which employees are integrated into the organisation. According to Edwin B. Flipoo, “Orientation is the welcoming process to make the new employee feel at home and generate in him a feeling of belongingness to the organisation.”

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This process is primarily one of the organisation members informing the new member of the company’s expectations. The orientation process communicates basic organisational philosophy policies, rules and procedures.

Orientation programmes can be either formal or informal. Formal Programmes are planned and structured sessions are conducted at a set time. Informal programme are unstructured in content and are typically conducted by supervisors and/or co-workers in van employee’s first day at work.

A new recruit needs orientation. The orientation meeting is the official welcome from the company. It should be conducted with warmth and understanding the first days on the job are filled with doubts are fears. The new employee needs assurance, confidence and a nudged in the right direction until he finds his own way. Orientation is, therefore, the process of indoctrinations, welcoming, acclimatization, acculturalisation and socialisation.

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A new problem which companies face in hiring is “no-show’ which means candidates accepting job offer but do not join duty.

The objectives of induction are:

1. To welcome the new employee, relieve his anxieties and make him feel at home.

2. To develop a rapport between the company and the new employee and make him feel part of the organisation as quickly as possible.

3. To inspire the new employee with a good attitude toward the company and his job.

4. To acquaint new employees with company goals, history, management, traditions, policies, department, divisions, products and physical layouts.

5. To communicate to new employee what is expected of them, their responsibilities and how they should handle themselves.

6. To present the basic information the employee wants to know – rules and regulations, benefits, payday, procedures, and general practices.

7. To encourage the new employee to have an inquiring mind, show him how to learn and assist him toward a discipline effort in developing additional knowledge.

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8. To provide basic skills, turns and ideas of the business world and help the new employee in human relations.

The information provided in orientation programme usually covers things like:

1. The objectives and philosophy of the organisation.

2. Company history, policies, practices.

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3. Company products and/or services.

4. Company plans and facilities.

5. Organisation structure (in general).

6. Employee responsibilities to company.

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7. Company responsibilities to employee.

8. Employee compensation benefits.

9. Personnel policies.

10. Work schedules.

11. Training opportunities.

12. Safety measures and regulations.

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Another responsibility is conducting follow-ups to the orientation programme whether formal or informal. Like any other personnel function, orientation programmes should be evaluated to determine whether they are accomplishing their stated objectives. Orientation programmes can be evaluated by soliciting opinions from the new employees or from the employee’s supervisor. Personnel records can also be used in evaluating orientation programme’s effectiveness.

Objectives of Induction – 9 Important Objectives: Introduction of the Company to the New Comers, Remove Hesitation and Shyness and a Few Others

An induction programme should be pre-planned. The objectives of this programme must be precise and clear cut. Determination of schedule, venue, material required type of employees nature of their jobs, cost of it etc. would be done in advance.

Following are the objectives of induction programme:

Objective # 1. Introduction of the Company to the New Comers:

The induction of new employees is the responsibility of personnel department. The basic objectives of induction is making the new employees fully knowledgeable regarding his jobs or assignment the objectives and policies of the organization, its products or services, markets, its historical background, organization structure, line of authority, different positions, opportunities for advancement, his status in total organization etc.

Objective # 2. To Remove Hesitation and Shyness of New Comers:

The newcomer employees in the beginning hesitate to ask any question queries curiosity, information required. He is quite shy and feels awkward in the organization. One more objectives of the induction programme are to remove hesitation and shyness of new employees.

Objective # 3. To Acquaint the New Comer about Rules and Regulation:

The objective of the induction is to acquaint the new employees about the rules and regulations, policies and practices of the organization. They must be familiar with code of discipline, promotion, transfer, salary structure, training, leaves, holidays, welfare facilities and social security measures available in the company.

Objective # 4. To Remove Fear and to Develop Confidence:

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Newcomers are quite stranger to the people, work place, and the work environment therefore they have a lot of fear in their mind. An induction programme removes all the type of fears in the mind of new comers and developed confidence among them, it develops a feeling that his job is very important and it must be recognized by others. A proper opportunity should be given to them for creative and original activities. In this way their confidence is improved.

Objective # 5. To Develop Honesty, Loyalty and a Sense of Belonging:

Since belonging only through the induction, a feeling of belonging, oneness, team work, work spirit, hard work, involvement towards the work and organization is developed.

Objective # 6. To Gain Image, Behaviour, Response and Attitude:

An induction aims at to gain positive attitude, behaviour, response of the new employees towards his job and organization. The newcomers would form a good opinion and impression about the company, it helps in enhancing good image about the company for a long time.

Objective # 7. To Develop and Maintain Healthy Relations:

An induction programme aims at developing healthy relationship between the new employees and his supervisors, between new employees and existing employees at all levels of management. Healthy relations among the employees ultimately resulted in higher efficiency, productivity, profitability growth and expansion, minimization of waste timely attainment of common goals etc.

Objective # 8. To Rehabilitate into the Changed Surroundings:

Induction is a technique by which a new employee is rehabilitated into the changed surroundings and introduced to the practices, policies and purposes of the organization. The basic idea is to welcome a new comer make him feel at home and generating feeling that his job is meaningful and is very important as a part of the total organization.

Objective # 9. To Minimize the Reality Shock:

The objective of effective induction is to minimize the reality shock that some new employees have to undergo. This reality shock is caused by the incompatibility between what the employees exception their new jobs and the realities they are confronted with.

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For example a new comer may expect opportunities for advancement, social status and prestige, responsibility, recognition by other for something outstanding done, opportunity to be creative and original etc. If it is not fulfilled the new comer suffers from frustration and this results in the reality shock. Induction can help to overcome this problem by providing for more real expectation on the part of new employee and more outstanding on the part of the supervisors.

Objectives of Induction – Systematic Objectives of Induction

When an individual successfully clears all the steps involved in selection, he is selected. Induction is concerned with the problem of introducing or orienting a new employee to the organization. It consists of familiarizing new employees with their jobs, introduction with his fellow workers, company policies, etc. It is considered as a part of the selection process.

“A good orientation programme will leave the employee firmly established in the new job, comfortable and relaxed in his relations with other members of the department and content with his position in the firm. Though orientation takes a small amount of time from productive activity, it repays the firm many times over in better personnel relations”. (Layman and Gubellini).

There are two phases of induction training programme. The first phase is generally conducted by the personnel department. It is concerned with giving the new employee a friendly welcome briefing him in the matters concerned with the company’s background, products, health and welfare plans. He may be taken around the factory and introduced to the security officer, time keeper and cashier.

The employee may then be asked to report to the department concerned. The second phase of the induction programme is conducted by the head of the department in which he is to work. The employee is given information regarding production process, work rules, working conditions, etc. The employee is then informed about the customs prevalent in the organization such as dress, lunch, refreshments, etc.

Good induction is a good business for the firm and a basic desire of most, if not all the new employees. If the new employee is allowed to sink or swim, the adjustment period either is considerably lengthened with consequent losses in productivity, or it is eliminated altogether by resignation, with consequent losses in turnover costs.

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It is natural that the new entrants will feel insecure, anxious, shy and nervous when they are put in a new place. Everything, the new workplace, policies, internal environment, co-workers and superiors would be new and strange to the new entrants initially. It is important to make the new employees feel at ease to work as a team with the existing employees.

Systematic Objectives of Induction:

(a) To promote a feeling of belongingness and loyalty among the employees.

(b) To provide information to the employee regarding policies of the organization.

(d) To build confidence in the new employee so that he can become an efficient worker.

The success of induction programme mainly depends on the ability of the persons who conduct it.

Hence, designing better induction programmes is a must to achieve the following:

i. To avoid insecure feeling and anxiety of new entrants.

ii. To get to know the co-workers quickly.

iii. To enable the new entrants feel at home.

iv. To promote interpersonal relationship and self-confidence.

v. To familiarize with existing internal work environment.

vi. To tackle reality shock.

vii. To overcome false impression and negative feeling about the organization.

viii. To protect the employees from exploitation by co-workers.

Objectives of Induction – 10 Broad Objectives

The objectives of induction are manifold. The main objective of induction is to provide the new employees with necessary information, resources, and motivation to ensure their effective integration into the new work environment. The employees should integrate well into his/her team and the organization, work according to the organizational values, and achieve optimum productivity.

A successful induction process has the following ten broad objectives:

1. Aids the new joinees to settle in

2. Helps them understand their responsibilities and duties

3. Ensures that the employer benefits from the new recruits as quickly as possible.

4. To help the new recruits overcome timidity and nervousness in meeting new people in a new environment

5. To provide the new recruits with necessary information such as the location of a cafe, duration of rest period, etc.

6. To induce confidence in the new recruits in the organization

7. To reduce the probability of labour turnover, absenteeism, and employee attrition

8. To reduce confusion and promote healthy relations in the organization

9. To ensure that the new recruits do not form false impressions and negative attitude towards the organization

10. To develop a sense of belongingness and loyalty among the new recruits.

Objectives of Induction – Aims and Objectives Followed while Introducing the New Employees, Supervisor or Manager

Once an employee is selected and placed on an appropriate job, the process of familiarizing him with the job and the organization is known as induction. Induction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and start work.

The induction process is a technique by which the new employee is rehabilitated into the new organizational surroundings. This process brings about a sense of belonging in them. Induction is, thus, the first step in building a lasting and effective relationship between the individual and the organization. As a process, induction is the ‘transformation of an outsider into an insider’.

It may be an individual exercise or a group activity. Thus, Induction is defined here as the formal process of familiarizing new employees with the organization, their role, and the role/s of their work unit. It should provide new employees with an understanding of how their job performance contributes to the success of the organization and how the services or products of the organization can contribute to society.

Objectives of Induction:

While introducing the new employee, the supervisor or manager should aim at:

a. Putting the new employee at his ease.

b. Creating interest in his job and the company.

c. Providing basic information about working arrangements.

d. Indicating the standards of performance and behaviour expected of him. Making the employee feel that his/her job, however small, is meaningful, that he/she is not a cog in the vast wheel.

e. Informing him about training facilities.

f. Creating the feeling of social security.

g. Minimising the reality shock which would be caused due to incompatibility caused between the employee expectations and actually what the company provides/offers regarding pay, benefits, status, working conditions, responsibility, opportunity for growth, innovations, creative ideas, etc.

Objectives of Induction

Induction is defined as a systematic organizational effort to assist personnel to adjust readily and effectively to new assignments so that they can contribute maximally to work of the system while realizing personal and position satisfaction.

The organisation aims to achieve the following objectives through induction:

1. To provide the new recruits with information about the organization’s about its vision and mission.

2. To develop the new employee’s confidence in the organisation and in himself so that he may become an effective employee.

3. To increase the understanding of the employee regarding the functions, aims, and objectives of the organisation.

4. To make the new employees aware of the specific objectives to be achieved by their sections and their personal responsibilities and expected contributions for the achievement of these objectives.

5. To develop the feeling of belongingness and loyalty to the organisation among the new comers so that they may not form false impression about the organisation.

6. To provide the new employees information regarding the company and the facilities provided by the company to its employees.

7. To develop the sense of security for the employee in his job by impressing the idea that fairness to the employees is the inherent policy of the organisation.

8. To introduce the new employee with his superiors, subordinates, and peers; with whom he has to work.

Objectives of Induction – Overcoming Employee Anxiety, Overcoming Reality Shock and Accommodating Employees

Employee orientation has become quite important part of management of human resources almost in every large company in India and abroad. In Japan, it has become like an important ceremony for most of the large companies. Therefore, the question arises- why is employee orientation needed and what purpose does it serve?

The need for employee orientation arises for a simple reason that the new employee (a stranger) must be introduced to those with whom and where he will work. Strangers who are going to work together must know each other either formally or informally. In an organization, orientation of new employees is required for overcoming employee anxiety, overcoming reality shock, and accommodating employees.

The need and objectives of induction are:

I. Overcoming Employee Anxiety:

New employees experience lot of anxiety in an organization which is a natural phenomenon for human beings; they experience anxiety in a new surroundings.

In a study, it has been found that:

1. The first few days on the new job were quite anxious and disturbing ones for the new employees.

2. New employee initiation practices intensified anxiety.

3. Anxiety interfered with the training process.

4. Turnover of newly-hired employees was caused primarily by anxiety.

5. The new employees were reluctant to discuss their problems with their supervisors.

II. Overcoming Reality Shock:

An employee joins an organization with certain assumptions and expectations. When these expectations are incompatible with the reality of the situation, he experiences a ‘reality shock’.

The new employee may join with certain expectations about:

1. Lucrative salary and perquisites,

2. Opportunities for advancement,

3. Social status and prestige — the feeling of doing something important and the recognition of this by others.

4. Opportunities to use special skills and educational background, and

5. Opportunities to be creative and original.

When these expectations do not match with reality, the new employee experiences a reality shock. In fact, these expectations have aroused because of lack of interactions with the reality. Effective orientation programme helps to reduce this reality shock by providing for more realistic expectations on the part of the new employees and more understanding on the part of the supervisors.

III. Accommodating Employees:

Proper employee orientation helps to accommodate new employees with existing employees by developing acquaintances and understanding of the various aspects of the job with which the newcomer is expected to confront. He is made aware of how his job fits with the total organization; how he can contribute to the organizational effectiveness; and to whom he may look for in case of any problem. This creates more enthusiasm and loyalty in the mind of the newcomers.

Objectives of Induction

Induction helps to reduce labour absenteeism as well as labour turnover. It also reduces startup time and cost. It helps in developing realistic expectations and in reducing labour anxiety. It also helps in preventing an employee from falling prey to subversive elements thriving to create labour unrest by misrepresenting employers to uneducated employees.

Proper induction enables the new employee to adjust himself with the new environment in which he has to work and to prove his overall effectiveness on the job. There are several objectives of induction.

The objectives of placement and induction are as follows:

1. To create confidence in the new employee about the organisation and about himself.

2. To create a feeling of belongingness and loyally among the new employees.

3. To foster cordial and close relationship between old and new employees.

4. To see that the new employees do not form any false impression about the negative attitude towards the organisation or their job.

5. To give to the new employees full information essential for their job and work performance.

In big organisations, the induction programme is formal and lasts for two to four weeks. During this programme, information about the following items is given to the new employees-

(i) Short history of the firm (ii) Products of the firm (iii) Organisational structure of the firm (iv) Location of the different departments (v) Employee facilities available (vi) Rules and regulations (vii) Procedure for redressal of grievances (viii) Safety measures available etc.