Induction to Human
Resource Management,
from a global
perspective;
‘To
win the market Place, you must win the workplace’-Doug Conant (2016)
The global view of human resource
management;
The policies and practices involved in carrying out
people or Human resources of a management position, including recruiting,
screening, training, rewarding and appraising and compensating employees, and
of attending to their labour relations, health and safety, and fairness concerns
are known as Human Resource Management (Dessler, 2008). Moreover, Bohlander
& Snell (2014) highlights Human Resource Management as the strategic approach which focuses on effective management of people in an organization so that they help the business to
gain a competitive advantage. It is designed to maximize employee performance
in the service of an employer's strategic objectives. Therefore, HRM can be
concluded as the overall approach of managing Human Resources to effectively
and efficiently achieve an overall organization's vision and mission. During the
the overall approach of Human Resource Management carefully selecting employees
doesn’t guarantee the effectiveness, even high potential employees will not be
able to meet the expected or the desired level to achieve the overall vision
and mission of the organization if they don’t know what to do or how to do the
job. Therefore, the procedure for providing new employees with basic background
information about the firm is known as an employee orientation (Dessler, 2008).
The induction procedure begins from the period where the
new employee is taken round the workplaces and furthermore acquainted with the
offices/luxuries accessible. Enlistment guarantees another worker is given data
and helps when initiating work with an association. Delineating what the
association depends on and requires, lessening the danger of administrative
ruptures and empowering representatives to react adequately to new duties.
Enlistment as the way toward accepting representatives when they start work,
acquainting them with the organization and their associates, and educating them
regarding the exercises, traditions, and customs of the organization. Armstrong
(1982). Ogunbameru (2004).
In case we want to upgrade proficient improvement, we
should go past tutoring to far-reaching acceptance programs. You don't plan
deep-rooted students, many fewer pioneers basically by giving them a buddy to
call when they are in a difficult situation. Enlistment incorporates all the
exercises that train and bolster new employees, and it acculturates them to the
mission and policies of the company. Furthermore, fortunately, employees stay
where they feel effective, bolstered, and part of a group progressing in the direction
of the accomplishment of shared objectives. (Wong, 2002)
The examination shows the three fundamental deterrents
of businesses while directing the acceptance program. They are the conflicting
connection among time and the remaining task at hand, individuals’ diversity and correspondence breakdown. Based on the
findings, the thesis suggestions stretch the period for acceptance program,
increment the amount of preparing courses and train the trainer programs for
the nature of mentors. (Thao,2015).
An examination of the induction procedure at Texas
Instruments found that representatives who experienced an improved induction of the program were completely gainful two months quicker than representatives in a
customary program. An ultimate disappointment of the induction programme is the
withdrawal of possibly great workers. Losing an employee who is a poor fit or
not performing admirably possibly a fine result, however losing workers since
they are puzzled, feel estranged or need certainty (Bauer, 2010).
References;
Bauer, T. (2010).Onboarding New Employees: Maximizing Success.shrm.org [online]. Available at: <https://www.shrm.org/foundation/ourwork/initiatives/resources-from-past-initiatives/Documents/Onboarding%20New%20Employees.pdf> [ Accessed on 5th September 2019].
Bohlander, G. and Scott, S.(2014).
Principles of Human Resource Management. 16th ed. Delhi, Cengage learning.
Ogunbameru, O.A (2004). Organizational Dynamics. Ibadan, Spectrum Books Ltd.
Thao, L. (2015). Human resources development: induction programs - difficulties, impacts, and solutions. [online] Theseus.fi. Available at: <https://www.theseus.fi/handle/10024/103185> [Accessed on 11th September 2019].
I agree with above content. Induction is the logical and the most important step in HRM. This process starts from the where the new employee is taken round the workplace and also introduced to the facilities/amenities available. Induction ensures a new employee is provided with information and assistance when commencing employment with an organization (Odunayo et al, 2014).
ReplyDelete
DeleteHi, Chandran, thank you for your comment, to further elaborate on your comment Job responsibilities and positions in the company are blurred and there is a lack of understanding of who is in charge of each task. The organization has not set clear values and vision which impede the process of induction of the newcomer in the case of the company as the objective is not concrete (Runola,2013).
Agreed on the discussion.Kenneth and Greg (2014) have describe The role of human resource management is to manage people in the workplace to achieve the mission of the organization and strengthen the culture. Once effectively completed, HR managers can help recruit new professionals who have the skills necessary to advance the company's goals and help train and develop existing employees to achieve their goals.
ReplyDeleteHi Sahan,I don't agree with your comment, it's necessary for HRMs to carry out the core functions as appropriate, one can not finish one fuction to begin another.(Chidambaram, Ramachandran, & Thevar, 2013) points out that the process of induction is one of the most relevant in the HR policy of the company.
DeleteAgreed.Induction is one of the most important steps of recruitment & selection processes of HRM, since human resources management is use of tactical and logical system on the employees to achieve the organization’s long term and short term target (Armstrong, 2006).
ReplyDeleteHi,Oshantha
DeleteInduction not only helps organisation it also helps employees to get used to the activities and changes of the organization, encourages them to communicate and solve problems together, thus building strong teamwork and positive support among them (Thao,2015)
Agreed, human resource management is all about rewarding employees globally where they are recognised (Moti, 2012). Induction takes place so each and every employee will know the organisation inside out.
ReplyDeleteHi, Shakir
DeleteDo not agree on your point that HRM is all about rewarding employees? Mordern day HRM involves in carrying out task analyzes, scheduling workforce demands, hiring the best people for work, orienting and learning, overseeing salaries and employment, providing benefits and promotions, measuring efficiency, resolving disputes and engaging with all workers at all levels (Parameswari and Yugandhar,2015)
Hi Indika, an interesting topic that you have discussed. The importance of inducting new employees should not be underestimated. As mentioned by Chris (2012), benefits include increased workplace safety, increased retention rate, improved productivity and improved employee morale as a result of an increased sense of acceptance into the organization. Companies are able to get a better return on investment through a well detailed and organized induction program (Chris, 2012).
ReplyDeleteHi Jehan, Do agree with you, most importantly vision which focuses on managing human resources and intellectual capital that will help a company to live, develop and accomplish its goals (Vargas, 2016)
DeleteFurther adding to your comments, the induction theory was formulated in United States and during the past decade extended globally (Aswathappa, 2005) and based on Nankervis et al. (2009), where the recruitment and selection cycle ends, and the beginning of the phase of training and employment development can be stated as induction.
ReplyDeleteHi Mizni, thanks commenting.If there is no formal induction program the new employees could cause even more problems. Most of the new employees are only experiencing themselves to know their job. An efficient way to improve many of the above-mentioned challenges is to create a proper induction program for the company (Runola, 2013).
DeleteAgreed on your article about introduction to human resource management while adding, Different Organization use myriad of terms to employees of their organization. It is a function concerned with promoting and enhancing the development of work effectiveness and advancement of the human capital in an organization (Osibanjo and Adeniji,2012).
ReplyDeleteHi Nayani, Implementing a buddy system in your work environment not only offers the new employee advantages, it can also be of service to your company. Providing an office buddy makes sure the new employee has someone to talk to, which is crucial in a new job's first anxious weeks. A formal buddy system can also become an unstructured sharing of information (Cooper & Wight, 2014).
DeleteHi Indika, adding to the useful information you have shared on this article, Armstrong (2009) explains that an induction program is very important since it reduces the cost and other losses associated with employees who leave the organization early. In my current workplace, we have an induction training program that usually goes on for about 02 weeks and during that time, the new recruits are given a very clear picture of the job role they are expected to play as well as the organizational vision, mission, values and other policies.
ReplyDeleteHi Nadeeranga, thanks for sharing your company status on induction programe.Wesson and Gogus (2005) revealed that turnover, absenteeism, and satisfaction levels tend to increase during or after the induction's first few months. This means that a poor and inadequate program of induction will adversely affect the attitude of staff.
DeleteAgreed, In further I would like to add, research on high-performing organisations, including health care organisations, reveals that employees are motivated to perform well by the quality of the work environment including employee empowerment, training and career development programs, pay for performance, management transparency, and work-life balance philosophy.
ReplyDeleteHi Chamari,As suggested by Kalimullah (2010), a motivated employee has aligned his / her goals with the organization's goals and directs their efforts in that direction. Therefore, these companies are more effective as their workers are continually looking for ways to better their jobs.
DeleteInteresting topic,Nowadays the biggest argument is concern with relationship between the strategic management and employee relations in the organization. Therefore strategic HRM emphases on the overall direction of the firm to track of its goal and objectives.
ReplyDeleteHi Yohan,I do agree with you.Therefore, many modern-day companies (HRM) should use different methods to incorporate and include the new employees in the organization's environment, procedures, values, services and activities (Derven, 2008).
DeleteVery well-designed explanation on to the point. Basically, almost every employee feels nervous in their new days at organization. Induction programs gives an effective relief for employees to get used to the organizational settings within a short period (Skeats, 1991).
ReplyDeleteHi Namal,I agree with you. However, Organisation i'm working use "buddy system" to over come nervousness of new recruite.The Buddy System is an onboard and knowledge sharing method used to guide new employees. It involves assigning him or her to a friend at work. The mate is an existing employee who guides the new project manager to work for the first few weeks or months(Cooper and Wight,2014).
DeleteAgree with you Indika, Several researchers e.g. (Chidambaram, Ramachandran, & Thevar, 2013; Foot & Hook, 2002)point out that induction program is one of the most important in the firm’s HR strategy. It is the first core step to form foundations for new starters or even the existing employees under functional transfer.
ReplyDeleteHi Sheron, I do agree with you.Employees are continuing to develop in several ways to meet current and future requirements and changes in organizations. Well-designed induction programs, which include employee productivity, attachment, and recruitment, provide the manager with a positive return in several ways (Thao, 2015).
DeleteAgreed, Induction process usually involves preliminary procedures as part of initiation for new employees before commencing the work. Most companies give a welcome packet containing company rules and regulations as part of induction program. Some companies give preliminary training programs and conduct conference related to work culture. Orientation programs giving idea of the lay out of the office and office process along with free time activities are given by certain business organizations. Email communication guidelines are also given to new hires during the induction process (Simon, 2018).
ReplyDeleteHi Chathura,According to Gonzalez and Olivares (2008), induction is a knowledge system in which new workers are given the basic information they need to perform their job functions satisfactorily, in addition to being part of a process of socialization in which employees ' behaviours, beliefs and behavioural expectations prevail in the business.So that the new worker will receive information about the company through this form of corporate communication that will create an organization's institutional image that will affect how they perceive it from an internal perspective.
DeleteHi Indika, very valid topic and I agree with you on this.
ReplyDeleteGlobal human resource management provides an organized framework for developing and managing people who are comfortable with the strategic and operational paradoxes embedded in global or international organizations and who are capable of managing cultural diversity. Because of cultural diversities and issues of convergence and divergence, it is impractical to develop a truly international approach to global human resource management. This means that organization structures, management styles, organization cultures and change management programs have to be adapted to the dominant cultural attributes of the host nation just as a careful balancing act is sought between being global and local needs.
Hi Thilana, i do agree with you.In most Western countries, rapid internationalization and globalization have contributed to a diverse workforce (Shen, D'Netto and Tang 2010).Because the diversity of the workforce has both benefits (such as attracting minority talent and innovation) and disadvantages (such as increased conflict, additional training costs and communication issues), diversity management has significant implications for both employees and organizations (Lobel and Brown, 2005).
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ReplyDeleteHuman Resource management is indeed one of the major aspects of any organization. I am a working professional and currently pursuing PGDM Course in Human Resource management from a good distance learning institute and found this blog very useful for the same. Keep sharing more on this.
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