Responsibility of the HR representative and line supervisor in an induction programme;
Figure 2: Orientation (or) induction and
Placement in human resource management
Source; Lashley &
Rowson,(2000).
Even
when this is not the case, both the new recruit and the employer experience what
might be described as “the shock of the new” and systematic induction is
designed to reduce the negative experience for the two parties. Therefore, any an arrangement made to familiarize the new employee with the organization, safety
rules, general conditions of employment, and the work of the department in
which they are employed is highlighted as Induction (Skeats,1991). Induction
programs planned by the organizations will eliminate negative effects and the drastic change of the environment, lifestyle, work culture and accelerate
adaptation to the conditions that employees meet at the new job (Luthans,1995).
Therefore, it can be concluded that the purpose of induction as the social and the psychological adjustment made quicker and easier for new employees in the
organizational environment.
Induction
Systems cover a variety of informal and formal programs in different companies,
in some cases, the new employee merely greeted and shown his or her place of
work. In other cases, the program may involve a formal away program from the
immediate workplace (Marchington and Wilkinson, 1996). Furthermore, Buddy system is a prominent approach, whereby the new recruit is paired up with a
more experienced colleague to guide and direct the newly joined employee to get
used to organizational structure and the culture (Grensing-Pophal, 2009).
Moreover, companies conduct a series of programs or modules provided for the
employee so that learning place during work or in the employee’s own time. Furthermore, the owner system or Sponsor
system is also implemented, where the new recruit select or request a senior
person to be appointed to guide initially. However, new workers are often
anxious and a little shy, which may prevent them from getting information this
way. This can lead to new employees not learning the “right” way of doing
things, loss of productivity and serious issues such as safety breaches and in
the worst case, fatalities (Cooper and Wight, 2014). The organisation could
face financial loss, prosecution, fines, and even jail sentence, depending on
the circumstances. Therefore, the focus towards Induction should be prominent
to sustain in the contemporary environment through strategies to bring
excitement to the program as per the suggestions.
Proposal
to improve organization acceptance program:
On an account of the high safety standard requirements from the Civil Aviation
Authority of Sri Lanka (CAASL) and the European Aviation Safety Authority
(EASA). Propose an organization to give more prominence training related to line
induction (supervisor) rather than HR-related training. Use in-house training
as a priority aspect to training new engineering recruits in Employee Manual,
Engineering Procedures Manual (EPM) and Maintenance Organization Exposition
(MOE).
Propose Line Induction programme;
|
SESSION
|
SUGGESTED CONTENT OF SESSION
|
Introduction to the company and work area
Person Responsible – Line Manager
|
·
- Mission, Vision, Objectives of the work
area
·
- How the work area fits into the whole company.
·
- All key operational and social areas to be visited. (e.g. Offices, Line - --Maintenance, Base Maintenance,
The workshop, Stores, Admin & Library)
|
Introduction to other members of staff
Person Responsible – Line Manager
|
- - Go
through organization chart
-
Discuss the roles and responsibilities of staff in general terms.
-
- May also want to extend the time to allow
visits to key contacts work area.
|
Introduction to the other teams within the Work area (if appropriate)
Person Responsible – Line Manager
|
·
- Purpose/Activities of the other
teams/work areas
·
- How the team fits into the work area
|
Terms and Conditions
Person Responsible – Line Manager
|
·
- Ensure new recruit has viewed and
understood the New important information on terms and conditions.
|
Performance Standards
Person Responsible – Line Manager
|
·
- Outline specifics of job role – (job
description)
·
- Define goals, objectives, and
expectations
·
- Review probation and performance and
development review/ ADR/ appraisal process.
|
Culture of the Work area
Person Responsible – Line Manager/Nominee
|
·
- Make new recruit aware of local arrangements regarding hours of work, holiday requests, sickness procedure,
after-hours working, dress code, lunch arrangements, etc.
·
- Other company procedures e.g. internet
and e-mail usage, and transportation, etc.
|
Office Systems
Person Responsible – Line Manager/Nominee
|
·
- Review processes for using office equipment such as a computer, telephone, printer, photocopier, etc.
·
- Review processes for using other company equipment/systems such as libraries, open access computers, etc.
·
- Review computer security, and software usage.
·
- Consider environmental efficiencies
(waste disposal, energy usage)
|
Job Specific Training and Development
Person Responsible – Line Manager/Nominee
|
·
- Role-specific development needs should be reviewed and a suitable programme of training should be planned that aligns the individual’s skills to their core duties.
·
- Staff with line management responsibilities should be clear as to their duties and attend any relevant training.
·
- Outline the use of annual performance and development reviews.
·
Introduce training and development opportunities available to staff.
|
Health and Safety
Person Responsible – Health & Safety Coordinator/ Line Manager
|
·
- Physical – fire exits, fire alarms, fire
evacuation procedure, fire-training arrangements, manual handling, first-aid
arrangements, VDU usage, and other arrangements as required.
|
Monitoring and Evaluation
Person Responsible – Line Manager
|
·
- The Induction programme must be monitored and reviewed.
·
Throughout the period regular review meetings should be held and any adjustments made.
·
See sample templates to support this process: Checklists, Evaluations.
|
Probation
Person Responsible – Line Manager
|
·
- For new staff, the
Probation Policy will apply
|
(Ed.ac.uk,
n.d.)
References;
Cooper, J. and Wight, J. (2014). Implementing
a buddy system in the workplace,Pmi.org. [online] Available at: <https://www.pmi.org/learning/library/implementing-buddy-system-workplace-9376 >[Accessed on 27th September 2019].
Ed.ac.uk. (n.d.). induction programme for new staff. [online] Available at: <https://www.ed.ac.uk/files/atoms/files/sample_programme_content.doc> [Accessed on 26th September 2019].
Ed.ac.uk. (n.d.). induction programme for new staff. [online] Available at: <https://www.ed.ac.uk/files/atoms/files/sample_programme_content.doc> [Accessed on 26th September 2019].
Grensing-Pophal, L.
(2009). Good Buddy or Bad Buddy? Devil's in the Details.SHRM. [online] Available at: <https://www.shrm.org/resourcesandtools/hr-topics/organizational-and-employee-development/pages/goodbadbuddies.aspx> [Accessed on 27th September 2019].
Lashley, C. and Rowson, B.(2000). Wasted
millions; Staff Turnover in licensed retailing, Proceedings of 9th Annual
CHME Research Conference, University of Huddersfield.
Luthans,
F.(1995). Organizational Behavior. 7th ed. Singapore: s.n
Marchington, M. & Wilkinson, A.(1996).Core Personnel and Development, London: Institue for Personnel and
Development.
Skeats, J.(1991).Successful Induction,
How to get the most from your employees, London
I agree with above content. Evolving HRM has started delegating HR tasks to the Line Managers, which Line Managers functions have an effect on HRM. Due to the devolution of HR on Line Managers, they have received more tasks on HR compared to before (Azmi & Mushtag, 2015; Perry & Kulik, 2008).
ReplyDeleteHi,Chandran
DeleteIn recent past or so has witnessed a broadly defined reconfiguration of organisational structure and related processes the underpin people management.Increased emphasis on the role and function of line managers (LMs) in attending to employee consent, control, engagement and quality of performance has been placed as a prime concern (Townsend and Dundon,2015).
Since , induction is the final stage of recruitment and selection, and the first phase of training and development, HR managers should work in collaboration with managers and supervisors to support and ensure their necessary skills and perceptions, as well as facility resources in order to deliver effective induction to new employees and to answer to their needs (Thao,2015).
ReplyDeleteHi Oshantha,The first is the formal training programs and the second is informal induction, often carried out by or combined by HR and line managers/supervisors (Klein & Weaver, 2000).In larger companies line management training is more relevant due to complexity of work.
DeleteI agree with above details Moraes. Further, first impressions of an organization by an employee have a significant impact on their team integration and job satisfaction level. Induction is an opportunity for an organization to welcome their new recruit, to help them settle in and to ensure that they have the knowledge and support they need to fulfill their role. Effective induction can also have an impact on an employer's turnover, absenteeism and brand of employer (CIPD, 2019).
ReplyDeleteHi Anjula,The increased complexity of the changes in the environment adds to the need for information that is substantially different from what was previously expected. Increasingly, new businesses are seeking more information not gained through formal schooling. Changes in technology have resulted in the expansion of knowledge at a very high speed, most morning businesses are using the company intranet to pass on the required information (Dragomiroiua,Hurloiua and Mihaia,2014).
DeleteHi Indika, I couldn't agree more. The importance of line managers in ensuring a smooth business operation cannot be overstated. While being actively involved with newly recruits by offering words of encouragement and constructive feedback, they are able to influence employee satisfaction and engagement, leading to improvements in productivity and customer satisfaction (Reh, 2019).
ReplyDeleteHi Jehan, mostly, there are two ways of induction. The first is the formal training courses and the second is informal training, mostly carried out or mixed by senior employees and line managers/supervisors (Klein & Weaver, 2000).
DeleteThank you for the informational article! At my current workplace, recruitment is done in batches hence one of the first activities during the induction program is an ice-breaker session. This ensures that the batch of new recruits get acquainted well and the team bond starts growing. Turel and Connelly (2011) states that such ad-hoc teams has become common in today's organizations, due to the fact that such teams create significant value for the organization.
ReplyDeleteHi Nadeeranga,thank you very much for shering your personal experience.Wesson and Gogus (2005) revealed that retention, absenteeism, and happiness rates tend to rise during or after the induction's first few months. Therefore, to reduce the level of turnover, induction programs should be designed to make the new employees feel more comfortable and proactive in the organization (Dodds & Verest, 2002).
DeleteLuthans(1995) has described that there are two types of induction methods. It is identified as formal training and the informal training at the organization. Also, there is a greater involvement of HR people on guiding the line managers assisting them to cope up with the new employees at work.
ReplyDeleteHi Namal,Most of the larger organization successfully use informal training to the full.The importance of line managers in ensuring smooth business operations can not be overstated. While actively engaging with new recruits by offering words of encouragement and constructive feedback, they are able to influence employee satisfaction and engagement, leading to improved productivity and customer satisfaction (Reh, 2019).
DeleteWonderful explanation of the importance of a proper induction programme to an organisation. As a suggestion, I would like to add that the induction programme should be considered as the part of the recruitment process rather than considering it as a separate process. According to Dragomiroiu et al., (2014), the working environment have a big influence on the employee attitude. Hence it will give the organisation the advantage of adjusting employee attitude towards company’s desired target or achievement at the earliest.
ReplyDeleteHi Kalum, very offen induction programme is part of HRM's recruitment process.The induction period is therefore the most important and impressive phase in the career of an employee. It ensures a good start for new employees, prevents the breakdown of communication, and makes the job more manageable, predictable and profitable (Kebenei,2014).
DeleteIt is true that line manager has a big responsibility on planning induction programs. Without an induction program, the new employees will have knowledge gaps, specially on work procedures which will hinder them in executing their job role (Hernandez, 2016). This will be an additional burden for the line manager if the individual makes a mistake, worse case where that could lead into a financial loss.
ReplyDeleteByars and Rue (2000:206) describe induction as the introduction to the organisation of new employees, their work units and their positions.Line manager or direct supervisor's responsibility to ensure it is completed efficiently. If done carefully, time and expense will be avoided (in cases of defective products or bad infrastructure, etc.). It is imperative that managers make sure that the new worker is properly adapted to the new work environment.
Deleteyes Indika, the starters need to acquire guidance consisting of personal task and role, group, and organizational domains(Kavoo-Linge & Kluri, 2013). Through the induction program, companies reduce uncertainty and compose an adaptable, controllable workplace.The main purpose is to maximize employees’ performance and engagement, accordingly to minimize staff turnover(Foot & Hook, 2011 and Dessler, 2013).
ReplyDeleteHI sheron,i do agree with you. Also Buckley & Caple (2007) explains that the object of induction is to allow a person to learn knowledge and skills to perform a task / job properly.In contrast, Karve (2010) suggests that the initiation goal is to assist new employees in transition through unity and a certain alignment of personal and institutional principles.
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