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49294441 induction-and-orientation
- 2. DEFINITION
- 3. ´Induction is the process of receiving and welcoming employees when they first joint the company and giving them the basic information they need to settle down quickly and happily and start workµ. By Michael Armstrong
- 4. MEANING
- 5. New employees are welcomed and introduced to company practices and policies.
- 6. First step in building a two way relationship between the organization and the employee.
- 7. Make them familiar with their job
- 9. To intimate them about the Mission, Aims and Objectives of the Company.
- 12. Clarify roles and responsibilities.
- 15. Employees learn the employer standards.
- 16. Helps to maintain rules of the organization
- 17. Structure of company made known to employees
- 18. Quality standards made known.
- 19. No chaos
- 22. Eliminates anxiety in new employees
- 25. Too much information in very less time
- 26. Might fail to give true reflection of the organization
- 27. Less personal
- 28. Generation of over excitement
- 30. Orientation is a part of induction process.
- 31. Orientation refers to training event.
- 32. Reduce first day anxiety
- 33. Detailed introduction to each department
- 34. On the job training
- 36. FORMAL ORIENTATION Formal orientation has a structured programme
- 37. INFORMAL ORIENTATION Informal orientation employees are directly put on job
- 38. INDIVIDUAL ORIENTATION Individual orientation preserves individual differences .
- 40. COLLECTIVE ORIENTATION Collective orientation is likely to develop homogenous views.
- 41. SERIAL ORIENTATION In serial orientation an experienced employee inducts a new hire
- 42. DISJUNCTIVE ORIENTATION In disjunctive orientation new hire do not have predecessors to guide them.
- 44. INVESTITURE ORIENTATION Investiture orientation seeks to ratify usefulness of characteristics that the person brings to the new job
- 45. DIVESTITURE ORIENTATION seeks to make minor modifications in the characteristics of new hire.
- 47. To Reduce Startup Costs
- 49. Helps observing interpersonal skills
- 50. Recognition of unknown Skills
- 52. Training
- 53. To Save Time for the Supervisor
- 54. To Develop Realistic Job Expectations, Positive Attitudes and Job Satisfaction
- 57. Scheduling
- 58. Setting up suitable place
- 59. Increase costs
- 60. WHAT HAPPENS WITHOUT AN EFFECTIVE ORIENTATION PROGRAMME
- 61. Poor integration into the team
- 62. Low morale, particularly for the new employee
- 64. Failure to work to their highest potential
- 65. IN EXTREME CASES
- 66. Additional cost for recruiting a replacement
- 67. Wasted time for the inductor
- 68. Lowering of morale for the remaining staff
- 69. Damage to the company's reputation
- 71. Self-Directed Employee Orientation Program New hires review a series of self-directed orientation materials The process is done under supervision convenient way to learn the basics of a company mission
- 73. Mentored Employee Orientation Program Peer mentoring to orient employees Senior employees responsible for training This process, again, save time.
- 74. Formal Employee Orientation Program Specific leaders assigned to guide Progress evaluated step by step Includes classroom training which might go on for a year Mainly for corporate sales professionals etc
- 75. META COPPER AND ALLOYS
- 76. Modern mill manufacturing copper and copper alloy(Brass) rolled flat products.
- 77. Is managed by team of experienced professionals.
- 78. Skills up gradation and human resource development is a priority activity in meta.
- 79. Deputy manager- Mr. Pradeep Gulati, arranges induction programme for all new employees