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Induction Procedure

This document contains a list of 15 employees with their names and matriculation numbers. It also contains sections on the meaning of induction, reasons for induction, types of induction programs, tasks involved in induction programs, induction into the organization and job, effectiveness of induction programs, and follow up on induction. The document provides information on onboarding new employees through the induction process.

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Honorable Azeez
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169 views7 pages

Induction Procedure

This document contains a list of 15 employees with their names and matriculation numbers. It also contains sections on the meaning of induction, reasons for induction, types of induction programs, tasks involved in induction programs, induction into the organization and job, effectiveness of induction programs, and follow up on induction. The document provides information on onboarding new employees through the induction process.

Uploaded by

Honorable Azeez
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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HUMAN CAPITAL MANAGEMENT

GROUP C

S/N NAME MATRIC NO


1. TIJANI DAMILARE OLATUNJI 2004032187
2. CHUKUDI HILLARY CHIBUKE 2004032250
3. ABU HALIMAT OJOCHIDE 2004032245
4. AYANWALE ISIWAT DAMILOLA 2004032180
5. ABDULKAREEM MUBARAK 2004032165
GBOLAHAN
6. ALADESARE PETER A. 2004032244
7. KAZEEM ABIDAT OYINDAMOLAMI 2004032134
8. RAHEEM BARAKAT TITILAYO 2004032136
9. OSHOMOJI BOLUWATIFE BENJAMIN 2004032156
10. OWANEYE TOBILOBA ELIZEBETH 2004032212
11. JOSHUA ARIYO 2004032189
12. YUSUF LATEED OLAREWAJU 2004032235
13. IBITOYE ADEGBOYEGA JOACHIM 2004032165
14. ADEBANJO SIKIRAT RANTI 2004032137
15. OLUDUMILA KEHINDE FUNMILAYO 2004032228
INDUCTION PROCEDURE

Learning Objectives

After studying this chapter, students/ readers should be able to:

 Define and explain induction


 Distinguish between formal and informal induction
 Explain the need for induction
 Identify the tasks involves in induction
 Prepare an induction programme
 Explain the procedure for induction follow up
 Distinguish between formal and informal induction.

MEANING AND DEFINITION

Several definitions have been forwarded for induction, some of which include:

Monappa l defined induction as welcoming a new employee to the organization. In


other words, it is a well-orchestrated event to socialize the new entrant with the
people and the work environment in a particular organization.

Armstrong 2 also defined induction as the process of receiving and welcoming


employees when they first join a company and giving them the basic information
they need to settle down quickly and happily and start work.

From the above definitions, it can be inferred that induction is the systematic
process of welcoming, receiving and integration a new employee with his job and
the organization as a whole.
REASON FOR INDUCTION

Sholars have advocated many reasons why organizations embark on an induction


programme.

Armstrong 3 gave that there are four aims of an induction programme which
include:

1. To smooth the preliminary stages when everything is likely to be strange and


unfamiliar to the starter.
2. To establish quickly a favorable attitude to the company in the mind of the
new employee so that he or she is more likely to stay.
3. To obtain effective output from the new employee in the shortest possible
time.
4. To reduce the likelihood of the employee leaving quickly.

Additionally, Khanka’ gave that an induction programme is designed to


achieved the following:

1. To reduce initial anxiety all new entrants feel when they join a new job in a
new organisation.
2. To familiarize the new employee with the job, people, work environment
and the organization.
3. To facilitate outsider-insider transition in an integrated manner.
4. To reduce exploitation by the unscrupulous workers.
5. To reduce the cultural shock faced in the new organization. Other include:
6. To protect costs of recruitment and selection
Types of induction Programme.
The induction programme can either be formal or informal.
1. Informal Induction: This is a type of induction programme not planned,
unsystematic and unorganized. It is always a simple introduction of new
employees to the workplace.it always last for a very short time and most
used by medium and small scale units. Informal induction programme
can be in two versions 5:
a. Supervision: Here the supervisor of the entrant conducts the induction
programme. He briefs the new comer about the job, the department,
introduces him to his colleagues and takes him round section/ divisions
that are related to his work.
b. Buddy or Sponsor: Under this informal induction method, the immediate
supervisor assigns the induction responsibility of the new entrants to an
old employee.
2. Formal Induction: This is an induction programme that is planned,
systematic and organized. Usually carried out by large organizations. It
takes a reasonable long time and is continuous. Formal induction
programme is carried out by the HR specialists through leaflets, lectures,
seminars and tours for a couple of days/weeks. The contents of formal
induction programme cover the following:
a. Brief history of the organization.
b. Organizational mission, vision, objectives, philosophies and core
value.
c. Policies and procedures of the organization.
d. Rules and regulations of the organization.
e. Organization structure and authority relationships.
f. Terms and condition of the job.
g. Welfare measures
h. Safety measures,
TASKS INVOLVED IN INDUCTION PROGRAMME
1. Making arrangement for the first day.
2. Providing essential information about the job.
3. Learning the job and planning how to address any training needs.

Starting Arrangements.
There is some essential information the new recruit needs before they
start. Providing this can create enthusiasm and commitment. It also gives
the person confidence- they know what to expect on day one.
Prior to starting the work, the new employee needs the following details:
a. Starting date and time of arrival:
b. Where to report and who will meet them:
c. Security procedures they might need to follow:
d. Documents to bring along:
e. A timetable for day one and who they will meet.
f. An overview of induction
g. Any relevant location maps,
h. Any other relevant information, such as salary, pension forms or medical
forms,
i. Background information on the organisation and the job,
j. Any interesting reports (Press releases, news or success stories about the
organisation),
k. An employee handbook.
INDUCTION INTO THE ORGANISATION

Under this, we have different tasks which involved the following areas:

a. Organisational overview: Size, products and services, organisational


structure, organisational charts etc.
b. Organisational Philosophy- mission, objectives, vision, values.
c. Building Layout and who occupies where.
d. Business unit breakdown- who does what.
e. Customers, competitors and customers services.
f. Policies, systems and procedure.

INDUCTION INTO THE JOB

Another task involved in induction is to introduce the entrant to the job. Through
job induction helps to:

a. Clarify expected standards of performance


b. Explain key tasks and responsibilities, in line with the job description;
c. Look at reporting lines;
d. Identify any training and development needs;
e. Put in place a development plan to monitor and review progress.

INDUCTION PROGRAMME EFFECTIVENESS

This include the following requisites for an effective induction programme:

1. Receive new employees: For effective induction, new employees needs to be


duly received by the organisation.
2. Determine the needs for information of the new employees: Here, the central
guiding element is to decide what the new employees need to know.
3. Determine how to present the information: Having decided what information
to give employees at this point, the next important things to be decided is
how to present the information to the new employees.
4. Deliver rightly the induction training: Get the right instructors, right venue,
right medium etc. to deliver the induction programme.
5. Evaluate the induction programme: This is necessary to decide whether to
continue the programme in future or not or whether the programme needs
any improvement.

FOLLOW-UP ON INDUCTION

The main objectives of the follow-up induction is to verify whether the new
employees is getting himself adjusted with the work and organisation or not. This
is always done by the employee’s supervisor or a specialist. It deals much with
guidance and counselling for the new entrants.

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