In this presentation, we will discuss about the importance of induction process, discuss about Maslow’s theory, various benefits of induction process for both organization and employee and various elements of induction kit. To know more about Welingkar School’s Distance Learning Program and courses offered, visit: http://www.welingkaronline.org/distance-learning/online-mba.html

1. Learning Objectives
Explain the importance of the induction
process from a recruiter’ point of view.
Discuss the links between Maslow’s theory
and Induction.
State the objectives of Induction.
Outline the benefits of Induction for the
Organization and employee.
Describe the various elements of an
Induction Kit.
Chapter Twelve Role of Induction 1

2. Structure
1) Introduction.
2) Why the Induction Programme?
3) Objectives of Induction.
4) Benefits of Induction.
5) The Induction Team
6) Induction Kit & Onboarding
7) Summary.
Chapter Twelve Role of Induction 2

3. 12.1 Introduction.
Technically, Induction is not a part of
recruitment or selection process, but as
Recruiting manager, the candidate would
have established a rapport with you. The
new recruit is anxious about its new role
in the organization and related
challenges. Recruiting Manager is known
to the recruit and if she actively
participates in orientation or on-
boarding ; other terms for induction; the
process shall have a smooth start.
Chapter Twelve Role of Induction 3

4. 12.1 Introduction.
Transition to the new work place is made
easier and more effective for both the
new employees and the employer if there
is an effective induction process.
Analysis of employment statistics shows
that the highest turnover happens in the
first year of employment.
The reason is improper recruitment and
selection procedures as also failure to
provide proper induction to the new hire
on arrival.
Chapter Twelve Role of Induction 4

5. 12.2 Why an Induction Programme?
Induction is the first step in building a
two-way relationship between the
organization and the employee. It is the
process of acquiring, accommodating,
assimilating and accelerating new team
members , whether they come from outside
or inside the organization.
The need for a structural induction
programme is best explained through
Maslow’s hierarchy of human needs like
Physiological, Safety, Social, Ego and
Self Actualization.
Chapter Twelve Role of Induction 5

6. 12.3 Link between Needs and Induction.
Physiological: First new hire wants to know
his place of work, location of things and
services needed, names of colleagues he
has to work with.
Safety: establish regular routine, know
structure, aims of the organization and
different departments.
Social: Forming relationships with staff,
sharing lunch with them, get used to
procedures and slowly fit in.
Chapter Twelve Role of Induction 6

7. 12.3 Link between Needs and Induction.
Ego : As new hires understand their roles
better and attend training they begin to
gain in self respect and thus become more
effective.
Self Actualization : After 6 – 12 months
with the right environment , new comers
begin to fulfil their potential within
the roles.
Chapter Twelve Role of Induction 7

8. 12.4 Objectives of Induction
An induction programme should :-
Integrate, as soon as possible, new
employees into the organization and its
environment, both socially and
functionally.
Explain the function, aims and objectives
of the organization as a whole.
Explain the specific objectives to be
achieved by their departments, their
personal responsibilities and expected
contributions.
Chapter Twelve Role of Induction 8

9. 12.4 Objectives of Induction
An induction programme should :- contd.
Provide comprehensive information on –
* conditions of employment, compensation
structures, expense reimbursement
systems, holidays etc.
* catering arrangements, health & safety
rules, what to do when there are problems
* working arrangements, reporting
relationships, software packages used.
* opportunities for development
* facilities for employee benefits,
welfare & recreation.
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10. 12.4 Objectives of Induction
An induction programme should :- contd.
Facilitate the social adaptation of new
employees [welcome mail, personal
introductions, etc].
Be continuously monitored and evaluated.
Induction programme should not contain
unnecessary and inconsequential
information as it does little to reassure
new comer.
Chapter Twelve Role of Induction 10

11. 12.5 Benefits of Induction
To the organization
Financial : Good induction increases
retention and reduces recruitment costs.
Productivity : Well planned induction
creates a feeling of ownership in new
employees and this increases their
productivity.
Effect on existing staff : Employees
become more aware of company goals and
acquire coaching and presentation skills.
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12. 12.5 Benefits of Induction
To the newcomer
Motivational : Good induction focuses on
potential growth and development within
organization and how to capitalize on it.
New comers work towards fulfilling their
potential
Training & Development : Training
encourages employees to get involved and
develop their future.
Integration : Induction allows employees
to understand accepted behaviour which
helps them integrate into organization.
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13. 12.6 Induction Team
The role for implementing, supervising and
evaluating induction lies with HR team
and line managers have equal
responsibility in the process.
The Induction team should include –
Immediate supervisor.
HR / Employee Engagement Manager
Line managers
Colleagues in similar jobs.
Colleagues from other departments.
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14. 12.7 Induction Kit
Development
Programme
Organization
Organizational
Policies
Structure
Procedures
Induction
Process
Organizational Work Environment
Culture Safety
Values Regulations
Role Responsibilities
Expectations
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15. 12.7 Onboarding
Onboarding is the process of acquiring,
accommodating, assimilating and
accelerating new team members, whether
they come from inside or outside the
organization.
Acquire : Identify, recruit, select & get
people to join the team.
Accommodate : Give new team members the
tools they need to do work.
Assimilate : Help them join with others.
Accelerate : Help them deliver better
results faster.
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16. 12.8 Summary
The recruitment and selection process does
not end with identifying the right person
for the role.
It extends to ensuring that they remain in
the organization as productive and
motivated employees.
As a recruiting manager your role should
extend to develop and implement a well
structured induction programme.
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17. This brings us to the end of
our current session # 12!
Next +--+
we announce successful completion of our sessions
In
“Recruitment management”
Good Luck!
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