Induction of Employees:

According to Edwin B.Flippo, “Induction is concerned with introducing or orienting a new

employee to the organisation. It is the welcoming process to make the new employee feel at home
and generate in him a feeling of belongingness to the organisation”. It is the first step in a proper
communication policy which seeks to build a two-way channel of information between the
management and employees.
The new employee, on his joining the organisation, must be helped to get adjusted and
acquainted with the fellow employees and the work environment. Rather than leaving him to make
his own way through the organisation. It is much better to properly and systematically introduce
him to the company, its philosophy, its place in the industry or economy, its major policies etc.

Because of this HR function, fresh employees will be familiar with their duties and learn about the
organization and prepare themselves to deal with it. So this HR function is a vital hr function for the
new employees as well as the organization.

When considering this function, it can be divided into two categories. One is general induction and,
another one is special induction.
The general induction is introducing newly recruited employees to the organizational settings.
Moreover, the special induction means introducing newly recruited employees to the job and job
environment.

Importance of induction
Helps to build confidence about self
An induction program helps to build employee’s confidence, and eventually, new employees
become productive employees.

Reduces some costs

Most of the time, some employees resign from the organization during their first month. In this
case, the orientation programs will help to reduce some costs such as the cost of extra supervision,
cost of error correction, and cost of employees pay and benefits.

To overcome nervousness
New employees can overcome their nervousness and shyness because of the orientation program.

It helps to increase commitment.

A committed employee means an employee who recognizes organizational needs and prepares
himself to work hard to accomplish them. An induction program plays a significant role in
enhancing employee commitment.

Maintain a good communication

The employees and management/employers can maintain good communication with the
orientation program

Objectives of induction
An organization aims to accomplish various objectives through this function.

• Provide essential information about the organization to new employees

 • To develop employee confidence to become productive employees
• Provide a better understanding of the organization’s vision, mission, functions, and other
organizational strategies.
• To provide facilities to the employees.
• To introduce new employees to their managers, team leaders, and subordinates.
• To maintain a good relationship with the existing employees.

Contents of Induction Programme:

Topics to be covered in induction –
1. Company’s history, mission, vision and philosophy.
2. Products and services of the company.
3. Company’s organisation structure.
4. Location of departments and employee services.
5. Employee’s activities like clubs, credit society.
6. Personnel policies and procedures.
7. Standing orders.
8. Rules and Regulations.
9. Terms and conditions of services.
10. Grievance procedures.
11. Safety measures.
12. Benefits and services for employees.
13. Training, promotions and transfer facility.
14. Career advancement schemes.
15. Counselling facility.

Induction Process:
The following are the steps in induction process:
(1) Welcoming the New Employees:
The first fundamental step in induction is welcoming the new employees as soon as he joins
the organizations and is duly placed on the job and gives basic instruction.

(2) Induction with Immediate Superior:

After welcome of the new employees, the next step is to introduce him with his immediate
superior or with his colleagues and briefly explains his duties, responsibilities authorities,
work procedure and practices.

(3) To Impart Detail Instructions:

The third and last important step in induction is to give detail information about the company
such as company policies, plans, targets objectives, goals, products services, future prospects,
working environment, future facilities, salary structure promotional opportunities, transfer
facilities etc. At this stage a new comer knows his job and forms opinion about it, of course
which is positive and starts integrating himself with the organization his job and the
environment.
Induction takes place sometimes within one week to six months from the time of the initial
hiring and orientation. It is generally conducted either by foreman or a specialist. Its main
purpose is to find out whether the employee is reasonably satisfied or not.
Types of induction
There are four types of induction programs that can be seen in an organization. Furthermore, the
programs include organizational induction, department induction, job induction, and human
induction.

In the organization induction, the newly recruited employees are oriented to an organizational
vision, mission goals, organizational strategies, and the organization’s current status.

When it comes to department induction, the new employees are oriented to the particular
department (HR department, marketing department, finance department). Under this program, the
employees learn about department process, duties, and responsibilities, in the department where
he/she will have to perform.

When considering the job induction, a new employee is oriented to a specific job role. He/she will
get a good understanding of his job, duties, tasks, and responsibilities that he/she will have to
perform.

Human induction means new employees are introduced to all the personnel they will have to deal
with regularly.
Formal Induction
• A structured program with planned sessions conducted by HR or management.
• Includes presentations, company policies, benefits, rules, and a workplace tour.
Informal Induction
• Unstructured and casual.
• The new employee learns through observation, interaction, and experience.
On-the-Job Induction
• Learning by doing, under the guidance of a supervisor or experienced colleague.
• Immediate exposure to tasks and responsibilities.
Online/Virtual Induction
• Delivered through digital platforms like webinars, e-learning modules, or videos.
• Suitable for remote or hybrid work environments.
Buddy or Mentor-Based Induction
• A senior employee or mentor is assigned to guide the new employee.
• Helps in social integration and informal learning.
Follow-Up or Continuous Induction
• Additional support and check-ins after the initial onboarding.
• Used to evaluate progress and address ongoing needs.

Aspect Placement Induction

Assignment of a selected candidate to a Introduction and orientation of a new
Definition
specific job or position employee to the organization
To assign the right person to the right To familiarize the new employee with the
Purpose
job organization, policies, and culture
Takes place after selection and before Takes place after placement, usually on the
Timing
the employee starts the job first day or week
Matching employee skills with job Welcoming and integrating the employee into
Focus
requirements the organizational environment
 Activities Job assignment, reporting structure, Organizational tour, introduction to
Involved workplace allocation colleagues, HR policies, code of conduct
May last from a day to a week or more
Duration Short-term, typically a one-time action
depending on the organization
Primarily the responsibility of the HR Usually managed by HR with support from
Responsibility
and line manager supervisors and team leads
Employee starts performing in the Employee feels comfortable and confident in
Outcome
assigned role the new work environment

Problems faced during Induction:

Despite the importance of induction programs, there are some common problems
that organizations face during the induction process. Some of these include:

1. Lack of structure: A poorly structured induction program can be confusing

and overwhelming for new employees.
2. Information overload: Providing too much information can be overwhelming for new
employees, leading to confusion and anxiety
3. Lack of personalization: A one-size-fits-all approach to induction can make new
employees feel like they are just a number and not an important part of the organization.
4. Lack of feedback: Failing to seek feedback from new employees during the
induction process can lead to a lack of engagement and participation.
5. Failure to follow up: Once the induction program is complete, it is important
to follow up with new employees to ensure they have everything they need to
be successful in their new role.