Unit 6 Induction. Prepared by Martha Namutuwa

Transcription

1 Unit 6 Induction Prepared by Martha Namutuwa

2 Learning objectives Define Induction Explain the model of Induction Outline benefits of induction Explain cost of induction 2

3 Induction Definitions First impressions last ability to impress the candidate in the first days of his/her work environment. It is a formal process of familiarising new employees with the organisation, their job and their work. Act or movement to accommodate an individual or group of people as swiftly as possible and to get him/her actively involved with his/her environment to ensure optimal productivity.

4 Induction stages Anticipatory/induction stage Variety of expectations by the candidate about the job, organisation based on the encounters provided by the advertisement instrument used e.g newspaper Encounter/orientation stage New employer started work and facing the reality of the job. Employer is provided with policies rules and reporting lines. This help an employee to cope and manage to control stress. settling in/socialisation stage New worker adopt and feel like part of the organisation. Buddy or on boarding induction programme serve as an adviser to the new employee, may help ensure that the settling in is success.

5 Induction process aim to achieve the following: Process aimed at making the newcomer feel at ease. Involves: Reducing anxiety/tension Creating a feeling of security Creating a realistic expectations on the part of the employee. Creating a foundation for the integration of personal and organisational objectives. Making the employee become productive as soon as possible Employees are provided with information such as: pg 112

6 Objectives of the Induction program: To welcome staff to the organisation Provide staff with info to assist them to settle in and become familiar with the working environment Provide new staff with overview of mission and goals of the company. To ensure that new staff have an awareness of the functions and operations of various departments within the company. To provide reference source and contact person that they can access in their first few months of working.

7 Responsibility for induction Induction is not a responsibility of the Human Resource department only, but a team effort. Page 113 for detail explanation. People involve in induction are as follows: The supervisor Head of department HR department Mentor Shop steward/staff representative New employee

8 Cost and Benefits of an Induction Programme Cost of induction Direct cost Overhead cost of induction Intangible cost of inductio

9 Benefits of an Induction Programme Higher job satisfaction Lower labor turnover Greater commitment to values and goals Higher performance as a result of faster learning times Reduction of absenteeism Improved manager/subordinate relationships Better understanding of company policies and procedures Alleviates employee anxieties

10 Cost of Induction Programme Cost of Induction Lost days of productivity while new person is being hired. Overtime people required to work longer hours in order to meet production quotas. Cost of output lost during the training period of new employees Cost of spoilage due to untrained labour Cost of direct working time involved in training new comers.

11 Cost of Induction Programme Overhead cost of Induction Routine costs of termination Replacement costs Training costs Inspection costs due to presence of untrained persons Cost of under-utilised capital equipment Maintenance costs Added costs due to increase occurrence of incidents.

12 Cost of Induction Programme Intangible cost of Induction Loss of customer good due to late deliveries Negative effect of high turn over Shallow potential in labour force, due to few persons surviving to fill more responsible jobs High LTO reduce teamwork Cost of lowering morale among the remaining employees

13 Training Giving new employees or present employees the skills the need to perform jobs.more detail on page Four steps in training process. Need analysis Instructional design step Implement the programme Feedback and improvement Evaluation of the training intervention

14 Types of training Details page 117 On the job training Apprenticeship Informal learning Job instruction training Lectures

15 The end QUESTIONS