Value and Importance of Employee Induction in the Modern Workplace

This report discusses the importance of employee induction in the modern workplace. It covers the purpose and need for induction, the value and benefits of induction for both the company and employees, limitations of induction, and recommendations for an effective induction program. The report also includes references from various books and journals.

Importance of
employee induction

Table of Contents
INTRODUCTION .............................................................................................................................3
Value and importance of the induction in modern workplace......................................................3
CONCLUSION .................................................................................................................................7
REFERENCES...................................................................................................................................8

INTRODUCTION
In organisation, employee's induction defined as a process of getting the new employee
acquainted with a business, serving them to settle in and giving them required information to
become a valuable team member. Employee's induction is first stage towards gaining commitment
of an employees (Diener Cha and Oishi, 2022). Induction of employees is aimed at introducing the
workplace and line of work to the recruit and him to the company. The induction include
orientation and training of employee within organisational culture and presenting how she or he is
coordinated to everyone else at workplace. Therefore, this report will be based on the value and
importance of the employee's induction at workplace.
MAIN BODY
Purpose and need
As an employee has to work with his supervisor and other fellow employees, for this
employee must know them, way of doping work and organisational practices and policies. It make
him integrate with the enterprise or organisation. Any neglect in area of orientation and induction
may lead to confusion, expenditure, wasted time and high labour turnover.
Value and importance of the induction in modern workplace
In organisation, induction provide a new starters with essential information related to their
employment. Process of induction serve to welcome the new hired to the organisation and also
help them changeover into their new role, enabling the new worker to fell like supported when
they adjust (MENKHOFF and CHEONG, 2022). This is best practice to provide induction
program to new hires. For instance induction program in Mark and Spencer is very essential for
the company, therefore in relation to respective company importance of the induction induction of
employees are mentioned below:
 Induction afford new worker knowledge concerning organisational sections and people he
will be working with including department head and other staff members.
 Induction acquaints new workforce with new surrounding specifically by making them feel
at home.
 It save the organisational precious time which could have been wasted to answer the
question on various issues that would have been clarified in induction program.

 It enable the fresh employees to have a faithful and appropriate first hand information
related to company that include background, reputation, product, organisation, terms and
condition of the employment and safety regulations.
 Induction enable new joiners to know that what is hoped-for them. their job role is defined
together with part of the job plays in organisation procedure and its impact on their
personal contact made clear.
Benefits of the employee induction to the organisation
 Reduce risk and ensue efficiency- new staff need to be across any compliance and
legislative requirements regarding a business, plus the procedure and process when it
comes to “how” company do business (Mulberg and et al., 2022). Employees need to
better understand the vision, mission, culture and objectives of company. For Mark and
Spencer's employees to operation in efficient manner and get engaged in their job profile,
they need to be educated on organisational polices. It include knowing what their
responsibilities and requirements as a worker are- this is best if they really sign off on such
policies so that company can be sure they understand, and it is considered as a good risk
management practice for the possible confusion down track.
 Result in a smooth transition- With a right induction, firm can be limpid about their
corporate expectation and also ensure that new employees does not pic up a second hand
deformed perspective. Induction adds to joiner's initial experience with organisational
business- it demonstrated that employees are cared and supported for and that company is
committed to employee's success. With a practical perspective, it ensure that transition into
a business is measured, smooth and relaxed.
 Reduce turnover and save money- Structured induction programs is very significant and
natural extension of the organizational recruitment process. It is key to ensuring the
applicant's success, ensuring that they adopt easily and quickly to their new role. When
company is obviously keen for getting through the backlogs ASAP and new workforce did
say that they were fine with hitting the ground running, workers actually need to so that
they can settle in to an organisational particular culture. There is an undeniable bond
between strong induction practices and worker's satisfaction and retention.

Benefits of the employee induction to new employee's
 Provide essential information- Comprehensive induction training session help the new
joiners get all the essential information related to company and also clarifies the company's
expectation on them. It help the new employee to understand, work norms, procedure,
polices and culture of the organisation, and hence it enable new hire to quickly and easily
adopt to work environment.
 Makes the new hire feel valued and respected- Good induction training program give a
warm welcome to new hire and concerning towards clarifying all their doubts related to
organisation and their job role (Prakash, Alagarsamy and Hawaldar, 2022)..It ensure that
new staff feel more comfortable in organisation. This practices of the organisation make
employee feel respected, valued and welcomed that motivate joiners greatly.
 Help in establishing a good communication- The induction help new staff in establish a
good communication with the company. Sa a p[art of the induction session, new workers
are introduces to their direct supervisors, leads, other employees and director of company.
It make them more comfortable when the have to communicate with them later.
Limitation of the employee induction
 Inconsistency- Organisational planed induction process must be delivered at its best time,
not only on good day. Distracted or stressed staff will put the new joiners or employees off
from start and undermine the induction process.
 Not using the technology to track induction- There might be various individual involved
in induction process, from the HR to line manager, to colleagues and the other employees
the new hires will be working with. There could be offline or online training to finish and
and administrative tasks to fulfil.
 Lack of structure- Process of induction that is unstructured or where it is unclear to the
workers what to expect is unsettling for them that give a worst impression of a company
(Tebetso, 2022).(Wrathall, 2022) In first few days or weeks, there is high risk of losing
employee- company do not let them feel that they have made wrong decision by joining
the company.

Recommendation for the induction program within an organisation
there are various points that need to be cover during induction programs, certain of these
points are mentioned below:
 Organisational history- In induction program, organisational history start form
company's establishment, current trend, objectives, target and other future plans are
covered (Owen and et al., 2022).
 Structure of the organisation- New entrants or employee should be thoroughly briefed
about how the business is structured by means of the organisational chart. It will enable
them to know stream of the authority, chain of command and interwoven relationship
among employees considering how their position on the job fits at workplace.
 Procedure, practices, policies and rules that impact new hire- New joiners should be
given all the generic information that they need to get about the company like objectives,
procedure, policies, rules and practices that impact the,. These information or details
should be communicated to then in a way as to make new hire feel at home in work
environment as it create a plausive impression from the first day is very vital.
 Grievance procedure- In organisation, procedure to table grievances must be covered
exhaustively in order to avoid the deviations and likely certain disciplinary activity arising
therefrom. For example in Mark and Spencer, new joiners should be made to better
understand that any issue they have, should be grooved through their present boss and not
straightly to General Manager of respective organization.
 Tour of organisation- New joiners should be take a round the company for identification
and familiarization with the company as a complete unit.

CONCLUSION
From the preceding report it is concluded that, employee induction is an essential part of
the organisation as it provide an overview about the organisation to new employees. Benefit of
the induction for employer should be obvious by now. It solve the employee's query in relation to
their job profile and organisational structure and working policies. Induction processes is
beneficial for both the company and employees as it provide a detailed information that save
company's time and clear employee's doubt. During induction, company should include certain
essential pints like, business structure, salary, term and condition. An effective procedure of the
induction help the new employee to perform efficiently.

REFERENCES
Books and Journals
Diener, E., Cha, Y. and Oishi, S., 2022. Reinterpreting mood induction experiments. The Journal
of Positive Psychology, pp.1-11.
MENKHOFF, T. and CHEONG, K., 2022. Enhancing the sustainability DNA of Singapore’s
Gardens by the Bay through induction training.
Mulberg, A.E. and et al., 2022. Pediatric Extrapolation of Adult Efficacy to Children Is Critical for
Efficient and Successful Drug Development. Gastroenterology.
Owen, M. and et al., 2022. The Impact of Botulinum Toxin Injection into the Masticatory Muscles
on Mandibular Bone: A Systematic Review. Journal of Oral Rehabilitation.
Prakash, N., Alagarsamy, S. and Hawaldar, A., 2022. Demographic characteristics influencing
financial wellbeing: a multigroup analysis. Managerial Finance.
Tebetso, T.T., 2022. HUMAN RESOURCE MANAGEMENT INFLUENCE ON EMPLOYEE
RELATIONS IN AFRICA: CASE OF BOTSWANA PUBLIC SERVICE SECTOR.
Revue Européenne du Droit Social, 54(1), pp.98-111.
Wrathall, J., 2022. Reimagining and Reshaping Events: Theoretical and practical perspectives.
Goodfellow Publishers Ltd.