SOURCE - K.

Aswathappa &
- Internet
 PRESENTED BY –

Ankit & Mukesh

WHAT IS IT?
 INDUCTION IS A
TECHNIQUE BY WHICH A
NEW EMPLOYEE IS
REHABILITATED INTO HIS
SURROUNDINGS AND
INTRODUCED TO THE
PRACTICES, POLICIES
AND PURPOSE OF THE
ORGANISATION
 IN OTHER WORDS – IT’S
A WELCOMING PROCESS
PURPOSE OF INDUCTION

 TO REDUCE START UP COST

 TO REDUCE ANXIETY
 TO REDUCE EMPLOYEE TURNOVER
COST
 TO SAVE TIME FOR SUPERVISORS &
CO-WORKERS
 TO DEVELOP REALISTIC JOB
EXPECTATION, POSITIVE ATTITUDE &
JOB SATISFACTION.
ORIENTATION PROGRAMME

FORMAL INFORMAL

INDIVIDUAL COLLECTIVE

SERIAL DISJUNCTIVE

INVESTITURE DIVESTITURE
TOPICS COVERED ARE
 History of employer
 Organization of employer
 Names and titles of key executives
 Employee’s title and department
 Layout of physical facilities
 Company policies and rules
 Product line or service provided
 Disciplinary regulations
 Employee handbook
 Safety procedure
TYPICAL TECHNIQUE OF
INDUCTION PROGRAMMES
 GENERAL ORIENTATION BY THE
STAFF OF THE PERSONNEL
DEPARTMENT
 SPECIFIC ORIENTATION BY THE JOB
SUPERVISOR, OR HIS
REPRESENTATIVE
 FOLLOW – UP ORIENTATION BY
EITHER THE PERSONNEL
DEPARTMENT OR THE SUPERVISOR.
EVALUATION OF THE
PROGRAMME
- Firms with formal
orientation prog. ask
employees to complete
a questionnaire
evaluating the prog.
- The HR representative or
the Supervisor may
conduct follow-up
interviews for the
employees
- Group discussion
sessions
 BENEFITS
 Creates favorable
impression on newly
appointed employees
 Creates affinity for job and
company
 Employee find it easy to
adjust with company
 Reduces the rate of labor
turnover
 Employees get exposure
to all areas
PROBLEMS OF ORIENTATION

 Supervisor who is entrusted with the

job is not trained or is too busy
 Employee is thrown into action too soon
 Employee’s mistakes can damage the
company
 Employee is overwhelmed with too
much information in a short time
 Employee is overloaded with forms to
complete
CASE STUDY
Realtime Systems Pvt Ltd

Briefing with HRM Briefing with Boss

 Expected code and  Welcoming new
conduct employee
 Pay package and  History of company
required documents  Values of company
 Introduction to team
 Motivate employee
leader, manager,
to give his best to
networking guy,
the organization
helpers etc
Capgemini

 Induction Day : [Outside Office]

 Venue: Rodas Hotel [nearly 45
new recruits – partly taken off
campus
 1. Refreshments served
 2. all seated - started with packets
containing welcome kit, documents
and forms
 Making note of people present
andreceipt of kits etc with all the docs
 Introduction of welcoming party [ppl from
HR and recruitment Dept.]
 Filling up of forms [bank account,
company policies, etc. ] with briefing
provided by the welcoming party.
 Verification of filled up forms and
documents by members of the welcoming
team
 Submission of forms
[Inside Office] Discover
program
 Organized by
member of
LnD
  2 day
program – 8
hours each
Points covered were:

 About the firm

history
 What makes
the firm special
 Economic data
supporting the
firms prosperity
 Discover – day 1
Sessio Theme Duration Session leader
n no (min)

1. Welcome and Introduction 30 Soumya

2. Who’s who in the team? 30 Soumya

Break 15

3. Capgemini Overview 60 Mayank Dalal

4. Infrastructure and Facilities Mgt 30 Tulsi Dicholkar

Break 60

5. Overview of PRM-Policies and 120 Rajesh Samanai

Practices + CSR Initiative
 Discover – day 2
Session Theme Duration Session leader
no (min)

1. Client Serving Staff – an 60 Xerexes Kudtar

overview

Break 15

2. Knowledge management 45 Ajit Bijlani

3. ISMS/ITICS 60 Daksha Malli

Lunch

4 Finance 60 Murtaza Boxwala

5. Talent 30 Jerry Johnson

6. Seven Core Values 75 Soumya