1. INDUCTION AND
ORIENTATION

2. Orientation
“Orientation is a systematic and planned
introduction of employees to their jobs, their
co-workers and the organization.”

3. EMPLOYEE INDUCTION PROGRAMME: IN
INDIAN COMPANIES
1.MARUTI UDYOG : The company customises its initiation
programmes to suit the profile of the new recruit. For engineers, the
programme is offered in for parts: (1) familiarise with various
functions and meet division heads (2) work on shop floor (3) Work at
various other departments (4) work finally in departments for about 2
months ,where they will eventually work.

4. 2. Standard charted bank : The management trainees are
picked from premium B- Schools and undergo induction training
for about 6 months. During this period, the trainees spend time
in the various divisions of the bank to get holistic view of the
banks operations, and get a chance to meet each of the banks
business heads. A two day session dedicated to team building
is also conducted thereafter. After taking charge of the job, the
new recruits have to attend a review session about the job itself.

5. OBJECTIVES
 To help new staff form positive first impressions, that
he/she belongs to the company, feels welcome and
supported;
 To assist in understanding the culture and values;
 To improve staff efficiency, work standards, revenue and
profits;
 To improve staff morale

6. Why Induction/Orientation
 Accommodating employees
 Becoming Insider
 Overcoming employee anxiety
 Overcoming reality shock
 Reducing employee turnover

7. What to Induct/ Orient
 A current organization chart of the company
 Map of facility
 Key terms unique to industry, company and the
job
 A copy of company’s policy hand books
 List of benefits
 Telephone numbers and location of key people
and operations
 Sample copies of the company’s publications etc.

8. Types of orientation programme
 Formal and Informal Orientation
 Individual and Collective Orientation
 Serial and Disjunctive Orientation

9. FORMAL VS. INFORMAL
ORIENTATION
Formal Orientation Informal Orientation
Formal orientation has a
structured programme.
In informal orientation
employees are directly put
on job.
Formal programme helps a
new hire in acquiring a
known set of standards
Informal programme
promotes innovative ideas.
Choice depends on
management’s goals.

10. Individual vs. collective
Orientation
Individual Collective
Individual orientation
preserves individual
differences.
Individual orientation is
expensive and time
consuming.
collective orientation is likely
to develop homogenous
views.
Collective orientation is less
time consuming.
smaller firms go for individual
programmes.
Large firms normally have
collective orientation.

11. Serial vs. disjunctive
Orientation
Serial Disjunctive
An experienced employee
inducts a new hire in case of
serial orientation.
In case of disjunctive
orientation new hire do not
have predecessors to guide
them.
Serial orientation maintains
traditions and customs.
Disjunctive orientation
produces more inventive
employees.

12. WHO SHOULD CONDUCT OR BE ACTIVELY
INVOLVED IN AN EMPLOYEE INDUCTION
 Members of HR
 Members of management
 Experts in Specific fields

13. INDUCTION PROCESS

14. REQUISITES OF AN EFFECTIVE
PROGRAMME
 A systematic plan should be followed.
 A check list of points to be included in induction
should be prepared.
 An induction booklet should be provided.
 Anyone who is promoted or transferred from one
job to another should also be inducted.
 The aim should be to convey a clear picture of
the working of the organisation.

15. Problems OF ORIENTATION
1. Busy or Untrained supervisor
2. Too much information
3. Overloaded with paperwork
4. Given menial tasks
5. Employee thrown into action soon
6. Wrong perceptions of employees

16. HOW TO MAKE INDUCTION PROGRAMME EFFECTIVE
 Feed forward of the possible problems and solutions
 A warm and friendly welcome will reduce the possible
problems
 Involvement of Top Management
 Determination of Information Need of the new employees
 Planning the presentation of information
 A phased induction programme would place the new employee
at ease

17. Conclusion
Therefore, we may say that induction and
orientation play pivotal role in success of an
organisation by acquainting a new
employee to the new environment, rules
and regulations which in turn helps in better
performance.