CHAPTER 3
INDUCTION, TRAINING & COMPENSATION
Induction: Meaning, Objectives and Purpose of Induction, Problems faced during Induction,
Induction Program Planning. Training: Need for training, Benefits of training, Assessment of
Training Needs and Methods of Training and Development; Kirkpatrick Model; Career
Development. Compensation: Direct and Indirect forms of Compensation (Meaning Only),
Compensation Structure.
INDUCTION
Induction is the process of demonstration in which a general truth is gathered
from an examination of particular cases, one of which is known to be true, the
examination being so conducted that each case is made to depend on the
preceding one.
Definition
According to Edwin B. Flippo-“Induction is the welcoming process to make the
new employee feel at home and generate in him a feeling of belongingness to
the organization.”
OBJECTIVES OF INDUCTION
1) To reduce the anxiety, shyness and nervousness a new employee feels
when he joins new organization and is surrounded by new people and a new
environment.
2) To introduce the employees their job, company culture, policies,
workplace, work environment and the people of the organization.
3) To ensure that the new employee does not form a negative perception
about the organization.
4) To reduce confusion and waste of time and resources.
5) To foster good relations among employees
6) To make employees feel at home
7) To bring in an agreement between the organization and personal goals
8) To build the employee‟s confidence in the organisation and in himself so
that he may become an efficient employee
9) To give the new employee information regarding company and the facilities
provided by the company such as cafeterias, locker room, leave rules etc..
Chapter 3
Human Resource Management
,10) To expose new employees to the areas of organisation.
NEED FOR INDUCTION
1. Induction is needed to reduce start up costs and save time : A comprehensive
introduction of the organization to the employees can help them acquire the
necessary skills to get on with their jobs immediately . It helps in seeing up the
learning process of the newly employed staff saving the manager's time . It also
helps in reducing the costs associated with training each employee individually.
2. Reduces anxiety : In addition to learning about organizational values and
attitudes , it is also important for new employees to know what is expected of
them and what they can expect from others in return . This will help the
employees to have clarity about their roles and responsibilities and reduce their
anxiety about the new job and environment.
4 Provides well - defined information : A good induction program ensures that
the new employees have a well - defined idea about all aspects of the
organization structure, its policies and communication methods .
PROBLEMS FACED DURING INDUCTION
1. Giving new starters too much information at once It makes sense to want to
get your new starters productive as quickly as possible, however many
organizations think this is done by overwhelming workers on day one and trying
to tell them everything in one go. Put yourself in the position of the new
starters. On your first day, it's natural to have woes and worries about the new
role, along with many questions, so adding the overwhelming feeling of having
to process everything in one day is certainly counter-productive and not a good
first experience.
2. An Impersonal Induction Experience Not fully understanding the roles of
your new starters will result in a difficult induction experience, with generic and
uninspiring content. Your workers will have their own expectations of their role,
so it's important to acknowledge these right away and give your new starters
enough information that is personal and relevant to them. Building a one-size
fits all program will not answer the questions your workers will have, it just
piles
Chapter 3
Human Resource Management
, them with content about the company, rather than their individual roles and
where they fit into the business. The point of induction is to get new starters
productive and up-to-speed as quickly as possible, so content-dumping generic
company information is only going to slow down this process significantly.
3. Trying to do everything on day one Many companies focus on just using the
new starters' first few days to really engage them, but then struggle to follow-up
or continue the induction process in the right way. By jumping into the on
boarding process without a clear sense of direction or devoting enough time to
getting new starters up-to-speed, organizations find themselves struggling to
keep their new starters interested, and there will then be a lack of excitement
when engaging with future training materials. Putting workers through a few
hours' worth of training' or leaving them with loads of content is certainly not
going to get them productive quickly, let alone want to engage with your
training material.
4. Getting Lost in the Details - Many organizations find themselves focusing on
only the formalities, rather than the experience for new starters. It is daunting
starting a new role and your employee induction training should be offering
support and comfort to your workers, and not feels like a cold, strict experience.
You want to get your new starters excited about joining the company, so your
induction process should offer a more personable and relatable approach, and
most importantly make your new starters feel like they are welcome and can ask
questions when they need to.
5. Not Utilizing Digital for Support It is understandable to want to free up
valuable face-to-face time and that schedules and high workloads can get in the
way of spending enough time in person to support new starters. That's why
choosing the right learning platform for your employee induction training is
vital as a permanent point of support for your workers. This gives your new
starters the confidence to know they are being fully supported, even when the
face-to- face time is not always available; they're still given the tools they need
to do their jobs better without having to leave the workflow.
6. No Planning Many companies do not invest enough time and money in their
orientation program. Much research and planning is required beforehand. There
may be a need for repeated instructions, which leads to a waste of resources. A
valuable program is well-researched, made interesting and carefully organized,
taking into consideration the goals of both the employer and the employees.
7. Management Involvement With the orientation left to the human resource
department, top level managers usually exclude themselves. Communication
Chapter 3
Human Resource Management
INDUCTION, TRAINING & COMPENSATION
Induction: Meaning, Objectives and Purpose of Induction, Problems faced during Induction,
Induction Program Planning. Training: Need for training, Benefits of training, Assessment of
Training Needs and Methods of Training and Development; Kirkpatrick Model; Career
Development. Compensation: Direct and Indirect forms of Compensation (Meaning Only),
Compensation Structure.
INDUCTION
Induction is the process of demonstration in which a general truth is gathered
from an examination of particular cases, one of which is known to be true, the
examination being so conducted that each case is made to depend on the
preceding one.
Definition
According to Edwin B. Flippo-“Induction is the welcoming process to make the
new employee feel at home and generate in him a feeling of belongingness to
the organization.”
OBJECTIVES OF INDUCTION
1) To reduce the anxiety, shyness and nervousness a new employee feels
when he joins new organization and is surrounded by new people and a new
environment.
2) To introduce the employees their job, company culture, policies,
workplace, work environment and the people of the organization.
3) To ensure that the new employee does not form a negative perception
about the organization.
4) To reduce confusion and waste of time and resources.
5) To foster good relations among employees
6) To make employees feel at home
7) To bring in an agreement between the organization and personal goals
8) To build the employee‟s confidence in the organisation and in himself so
that he may become an efficient employee
9) To give the new employee information regarding company and the facilities
provided by the company such as cafeterias, locker room, leave rules etc..
Chapter 3
Human Resource Management
,10) To expose new employees to the areas of organisation.
NEED FOR INDUCTION
1. Induction is needed to reduce start up costs and save time : A comprehensive
introduction of the organization to the employees can help them acquire the
necessary skills to get on with their jobs immediately . It helps in seeing up the
learning process of the newly employed staff saving the manager's time . It also
helps in reducing the costs associated with training each employee individually.
2. Reduces anxiety : In addition to learning about organizational values and
attitudes , it is also important for new employees to know what is expected of
them and what they can expect from others in return . This will help the
employees to have clarity about their roles and responsibilities and reduce their
anxiety about the new job and environment.
4 Provides well - defined information : A good induction program ensures that
the new employees have a well - defined idea about all aspects of the
organization structure, its policies and communication methods .
PROBLEMS FACED DURING INDUCTION
1. Giving new starters too much information at once It makes sense to want to
get your new starters productive as quickly as possible, however many
organizations think this is done by overwhelming workers on day one and trying
to tell them everything in one go. Put yourself in the position of the new
starters. On your first day, it's natural to have woes and worries about the new
role, along with many questions, so adding the overwhelming feeling of having
to process everything in one day is certainly counter-productive and not a good
first experience.
2. An Impersonal Induction Experience Not fully understanding the roles of
your new starters will result in a difficult induction experience, with generic and
uninspiring content. Your workers will have their own expectations of their role,
so it's important to acknowledge these right away and give your new starters
enough information that is personal and relevant to them. Building a one-size
fits all program will not answer the questions your workers will have, it just
piles
Chapter 3
Human Resource Management
, them with content about the company, rather than their individual roles and
where they fit into the business. The point of induction is to get new starters
productive and up-to-speed as quickly as possible, so content-dumping generic
company information is only going to slow down this process significantly.
3. Trying to do everything on day one Many companies focus on just using the
new starters' first few days to really engage them, but then struggle to follow-up
or continue the induction process in the right way. By jumping into the on
boarding process without a clear sense of direction or devoting enough time to
getting new starters up-to-speed, organizations find themselves struggling to
keep their new starters interested, and there will then be a lack of excitement
when engaging with future training materials. Putting workers through a few
hours' worth of training' or leaving them with loads of content is certainly not
going to get them productive quickly, let alone want to engage with your
training material.
4. Getting Lost in the Details - Many organizations find themselves focusing on
only the formalities, rather than the experience for new starters. It is daunting
starting a new role and your employee induction training should be offering
support and comfort to your workers, and not feels like a cold, strict experience.
You want to get your new starters excited about joining the company, so your
induction process should offer a more personable and relatable approach, and
most importantly make your new starters feel like they are welcome and can ask
questions when they need to.
5. Not Utilizing Digital for Support It is understandable to want to free up
valuable face-to-face time and that schedules and high workloads can get in the
way of spending enough time in person to support new starters. That's why
choosing the right learning platform for your employee induction training is
vital as a permanent point of support for your workers. This gives your new
starters the confidence to know they are being fully supported, even when the
face-to- face time is not always available; they're still given the tools they need
to do their jobs better without having to leave the workflow.
6. No Planning Many companies do not invest enough time and money in their
orientation program. Much research and planning is required beforehand. There
may be a need for repeated instructions, which leads to a waste of resources. A
valuable program is well-researched, made interesting and carefully organized,
taking into consideration the goals of both the employer and the employees.
7. Management Involvement With the orientation left to the human resource
department, top level managers usually exclude themselves. Communication
Chapter 3
Human Resource Management
