INDUCTION - HUMAN RESOURCE MANAGEMENT THEORY



INDUCTION
BY
SMART LEARNING WAY


Contents

What is HRM?
What is induction?
HR Functions with reference to induction
Who is responsible for the induction process?
Points while implementing induction (mindset)
Objective of induction
Induction policy
Evaluation
Trends in Induction
Problem in induction
Conclusion
Bibliography



What is HRM?

Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers.
HR training is an effective integer in all firms sector strategy, but firms don't determine the impact of hr training programmers over the employees. HR training is efficient only if it produces desired outcome. When the administration is implementing a hr training programmed, there should be an model facility on which the assessment strategy can be improved, and classification of strength of hr training and usage activities can be through.

What is induction?

Induction is process meant to help the new employee to settle down quickly into the job by becoming familiar with the people, the surroundings, the job, the firm and the industry.
To sort out all anxiety of recruited person.
To ensure the effective integration of staff.
History and introduction of founders.
Understand the standards and rules (written and unwritten) of the organisation.
Introduction to the company/department and its personnel structure.
Relevant personnel policies, such as training, promotion and health and safety.
To clear doubtful situation between new employee and existing one. 

HR Functions with reference to induction 

                     The human resources (HR) department serves as a link between management and employees. Specific responsibilities of HR Dept include –

Defining positions and related Roles
Defining HR Policies and Guidelines
Hiring and Recruitment
Payroll
Employee Career Management
Employee Training
Salary & Compensation
Employee recreation
Motivational Activities

Who is responsible for the induction process?

HR manager 
Health and safety adviser
Training officer
Department or line manager
Supervisor
Trade union or employee representative
Points while implementing Induction(mindset)
Identify the business objectives and desired benefits.
Secure early commitment.
Agree roles and responsibilities of different players in the process.
Think of induction as a journey.
Have clear learning objectives for training sessions .
Engage staff prior to joining .
Respect the induction needs of different audiences.
Keep induction material up to date.

Objective of induction 

Induction is designed to achieve following objectives: -
* To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment.
* To give new comer necessary information such as location of a cafe, rest period etc.
* To build new employee confidence in the organization.
* It helps in reducing labor turnover and absenteeism.
* It reduces confusion and develops healthy relations in the organization.
* To ensure that the new comer do not form false impression and negative attitude towards the organization.
* To develop among the new comer a sense of belonging and loyalty to the organization.

INDUCTION POLICY

1. PREAMBLE
2. PURPOSE
3. OBJECTIVES OF INDUCTION PROCESS
4. SCOPE OF THE INDUCTION TRAINING
5. RESPONSIBILITY FOR INDUCTION
6. BENEFICIARIES OF THE INDUCTION PROCESS
7. DURATION OF INDUCTION
8. EVALUATION OF INDUCTION PROCESS

1. PREAMBLE
Council realizes that in order to maintain effective and efficient service delivery, all employees must be taken through a comprehensive induction process.

2. PURPOSE
To integrate all employees into the organizational culture of Msukaligwa Municipality. To familiarize them with Council activities and to guide, train, counsel and evaluate all employees who have been newly appointed, promoted, transferred or demoted so that a harmonious working Environment can be created.

3. OBJECTIVES OF INDUCTION PROCESS
To make a new employee more rapidly productive When a new employee joins an organization, he/she is unfamiliar with the way in which the work must be done, how the organization functions and how to act to fit into the organization effectively.

4. SCOPE OF THE INDUCTION TRAINING
Induction training shall be conducted for all employees of the Municipality as follows:
1 General organization induction which affect all employees within the organization including new employees.
2 Departmental induction which will be tailored to the new employee’s specific department and job.

5. RESPONSIBILITY FOR INDUCTION
The following components will be involved in the induction process:

1. Human Resources Department
The Human Resources Department will be responsible for issues such as the employment contract, compensation, Medical scheme, Pension funds, Group Schemes and the development and Monitoring of the success of the induction checklist.

2. The Director of the Department
It is the responsibility of the Director of Department to meet all new employees and briefly explain to them the role and Responsibilities of the particular department within the organization.

6. BENEFICIARIES OF THE INDUCTION PROCESS
 
There are three categories of employees who will benefit from induction process as follows:

1 NEW EMPLOYEES
It is vital that all new employees should receive proper induction training.

2 TRANSFERRED/PROMOTED EMPLOYEES
Existing employees who have been transferred or promoted within the organization will receive induction training,  Especially if the transfer or promotion involves a significant change of environment.

3 ALL CURRENT EMPLOYEES
 An induction training involving all current employees shall take place from time to time to disseminate information relating to new policies that have been formulated and other policies that have been amended.

7. DURATION OF INDUCTION
Induction training shall be conducted for a period not Exceeding  two  days for HR induction and two days for departmental induction. The induction period can be extended for a longer period if the need arises to ensure that new employees are properly inducted. Existing Employees shall be subjected to induction process on an ongoing basis Depending on availability of new or amended policies and programmers.

8. EVALUATION OF INDUCTION PROCESS
The following quantitative measuresshall be carried out by the HR Functionaries after a period of six months to evaluate the success of the induction process:

Labor turnover statistics
Sickness and absenteeism rates
Questionnaires and exit interviews
Evaluation
Feedback from whom who completed induction
Retention rates
Exit interviews
Monitoring queries
Trends in Induction
Chalk and talk session 
Questionnaire
From practicalities to discussion about culture
Using technologies like e-learning
Team building exercise
Problem in induction
To keep it simple
Supervisor is not trained enough
Employee get so much of information in short span of time
Large no. of forms
Employee is thrown into action too soon
Wrong perception develop in short span

Conclusion 

Induction means the process of placing and employee and the position that was decided  to be given to, explaining him where his placed and reporting relationship of the organization chart explaining him the rules and regulation of the department and the company, explaining hi duties and responsibilities is this other position in generally with the working of the company.

Bibliography 

1.) Human resource management
                        -K.ASHWTHPPA
2.) Personnel management &human resource management
                        -C.B.MAMORIYA        
3.) Text book of human resource management
                        -C.B.MAMORIA
                        -S.V.GANKAR
4.) Human resource management
                        -CB.GUPTA


     

online marketing, marketing jobs, business marketing, plan marketing, marketing management, what is marketing, marketing strategy, marketing manager, marketing digital, marketing social, online marketing products, online marketing efamous, b2b online marketing, b2b socialmediagroup, poster myprinting, druckerpatronen markt24, internet marketing, jobs online marketing, online marketing business, online marketing manager, jobs in marketing, sales marketing jobs, sales and marketing, online marketing jobs, online marketing, marketing jobs london, sports marketing, sports marketing jobs, digital marketing jobs, digital marketing, small business marketing, business and marketing, business marketing management, business marketing plan, business marketing jobs, business marketing online, business marketing ideas, marketing ideas, marketing degree, business marketing degree online marketing, marketing jobs, business marketing, plan marketing, marketing management, what is marketing, marketing strategy, marketing manager, marketing digital, marketing social, online marketing products, online marketing efamous, b2b online marketing, b2b socialmediagroup, poster myprinting, druckerpatronen markt24, internet marketing, jobs online marketing, online marketing business, online marketing manager, jobs in marketing, sales marketing jobs, sales and marketing, online marketing jobs, online marketing, marketing jobs london, sports marketing, sports marketing jobs, digital marketing jobs, digital marketing, small business marketing, business and marketing, business marketing management, business marketing plan, business marketing jobs, business marketing online, business marketing ideas, marketing ideas, marketing degree, business marketing degree