MM Bagali ........ HRM Recruitment HR HRM HRD...... .... induction

1. ©SHRM 2007 1
dr.mmbagali@gmail.com

2. ©SHRM 2007 2
Answer these questions….
> How was your feeling during their first day at
CIT-MBA?
> What was your first impressions of your
faculty?
> What challenges and opportunities you first
faced in the first week?
> What is the likelihood that with all this, you
felt like leaving the CIT-MBA?

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welcome
a big word where everyone love it !!!!!!!!!

4. Organizational Entry and Socialization
Induction

5. ©SHRM 2007 5
• Synonyms: Assimilation, transition, orientation, alignment, induction,
integration and onboarding.
• It is the process through which new employees learn and adapt to
the norms and expectations of the organization to quickly reach
maximum productivity.
• It is to know- what is what; and what is where; and what is why.
• Employee orientation programs ought to be less about the
company and more about the employee,
introducing
Induction

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The first few minutes of new employee orientation, if done right,
can lead to happier and more productive workers and, ultimately,
increased customer satisfaction.
Pivotal stage of the employee/employer relationship

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• Impression…..
• First impression….is best impression, need not be
always lasting
• Engagement will be high
• Motivation will be High
• Chances of being with organisation may increase
• “psychological contract”

8. ©SHRM 2007 8
Statistics
• As many as 4 percent of new employees leave their new jobs after a
disastrous first day.
• A significant percentage of new employees quit their jobs within the first 6
months.
• Half of all new hires in leadership positions last three or less years.
• New employees decide within the first 30 days whether they feel welcome
in the organization.
• 1 in 25 people leave a new job just because of a poor (or nonexistent)
onboarding program.
• 64 percent of new executives hired from the outside will fail at their new job.
• Most people don't feel pride/ proud/ engaged if they don't know what the
organisation is, and values are ……….

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• Areas of Socialisation
• Culture
• Nature
• Job ways
• Leadership - People
• Value; Mission; Vision; Philosophy
• Working ways
• Code of conduct….basic
• Legal and policy-related rules
• Rules and Regulations
• Standard operating procedures
• Expectations
• ……..

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Training and roundtable discussions.
Meetings with key insiders.
On-the-job learning
Individual mentoring and HR support.
Field and product experiences such as site visits
A Range of Approaches

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Benefits and Barriers
• Benefits of effective OES:
> Reduced time to contribution/competence.
> Improved employee productivity and performance.
> Stronger bonds among colleagues.
> Enhanced job satisfaction and loyalty.
> Improved employee engagement and retention.
> Enhanced employer brand/ Image
• Barriers to OES:
> Cost.
> Time.
> Resources.
> Multidimensions
Organizational Entry and Socialization

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Role of the HR Professional in OES
• Develop new employees to become productive
members of the organization.
• Take ownership of orientation and onboarding
processes.
• View OES as a business imperative.
• Partner and coach hiring and supervising managers on
OES and their role in the process.
• Provide a roadmap for new employees.
• Set up networks for new employees.
• Serve as an internal coach/facilitator.
• Provide tools, training and feedback from selection
through transition.
Organizational Entry and Socialization

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Best Practices for Onboarding
✔ Implement the basics prior to the first day on the job.
✔ Make the first day on the job special.
✔ Use formal orientation programs.
✔ Develop a written onboarding plan.
✔ Make onboarding participatory.
✔ Be sure your program is consistently implemented.
✔ Ensure that the program is monitored over time.
✔ Use technology to facilitate the process.
✔Use milestones, such as 30, 60, 90 and 120 days on the job—
and up to one year post-organizational entry—
to check in on employee progress.
✔ Engage stakeholders in planning.
✔Include key stakeholder meetings as part of the program.
✔ Be crystal clear with new employees in terms of:
• Objectives.
• Timelines.
• Roles.
• Responsibilities

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