Significance of Employee Induction in Modern Workplace

This essay highlights the importance of employee induction programs in modern organizations. It discusses relevant theories and provides analysis on the role of induction programs in making employees comfortable and productive. The essay also provides recommendations and conclusions.

Individual essay about
significance of employee
induction
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TABLE OF CONTENTS
INTROUDCTION...........................................................................................................................3
IMPORTANCE OF EMPLOYEE INDUCTION IN MODERN WORKPLACE..........................3
Relevant theories.........................................................................................................................3
Analysis.......................................................................................................................................4
RECOMMENDATIONS AND CONCLUSION............................................................................6
REFERNECES................................................................................................................................7
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INTROUDCTION
Induction is defined as the method or process to make new recruited candidates accustomed
and acknowledged with the organisational environment as well as with their new job role
(Cesário and Chambel, 2019). Entering into a new organisation can be a stressful experience and
one may get nervous, stressful while struggling to understand the new work culture, work and
new teams. Thus it is an important function of human resource department to make employee
comfortable within the new work setting so that they can fully get comfortable and can quickly
showcase their abilities and potential. This report will discuss the significance and role of
induction programs in modern organisations.
IMPORTANCE OF EMPLOYEE INDUCTION IN MODERN
WORKPLACE
Relevant theories
Induction programs are not only aimed at making employees comfortable so that their
smooth transition into job role can be smoothened and fastened. Instead they also provide an
opportunity to be creative. With effective induction programs organisation can showcase newly
recruited candidates that organisation is highly professional and values new individuals.
According to theory of organisation behaviour productivity of individuals is increased only if
they feel comfortable in the business work environment. Thus induction programs act as means
to ensure that first encountering experience of candidate must be very interactive and supportive.
Like after joining a candidate may even need assistance to understand the infrastructure, team
working and roles and responsibilities (Breeze, 2019). Thus if there is any structured program in
the form of induction then it becomes very smooth for the employee.
Contrary to this if candidate is directly assigned work without induction then employee
may not understand the organisational culture or vision. It may also make them feel less valuable
and alone due to lack of social or emotional support. Effectiveness of induction program affect
the grasping ability of individuals. When appropriate knowledge and support is given to new
employees via induction then individuals feel supported and confident. Their moral is boosted
and they can contribute greatly in the development of positive work culture of organisation.
Induction schemes also ensure that employees are given complete tour of facility or workplace,
informed about safety measures and policies, their documentation work is sorted and their
training needs are identified (Sağlam and Bülent, 2018). According to the Maslow’ theory of
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motivation along with the monetary benefits individuals also have social and security needs. For
improved performance these needs must also be satisfied. Induction programs serves great role in
meeting these needs. For the newly recruited candidates in modern work place it can be difficult
to interact with the culturally diverse teams. Modern premises are too huge that individuals may
also find assistance to make themselves familiar with the infrastructure or organisational policies
(Borage, 2020). Induction programs gave an opportunity to candidates that they are formally
introduced with the teams so that their hesitation or anxiety can be eliminated and individuals
can comfortably establish themselves within organisation. Sooner the talented candidate makes
themselves comfortable with organisation, sooner they used to deliver high productive outcome.
Their positive experience and perception also attract other talented candidates towards
organisation which is highly required for the sustainable and long term growth of the company.
Without induction programs new employees may get misguided regarding work culture and
policies which is not healthy for the success of self as well as company.
Analysis
Induction process initiated by human resource department aims at assisting new candidates
or employees so that they can make themselves accustomed to organisational culture and can
settle quickly into their job role. For this purpose, induction programs consist of activities which
make employees familiar with the other employees, industry as well as working culture and
pattern of the organisation. When employees join any organisation, particularly those who are
firstly entering into job used to face anxiety and fear of change. Thus it is important that they
must be provided with the friendly and comforting environment so that their nervousness and
anxiety can be controlled. If it is not done, then there are possibilities that due to fear individuals
may commit mistakes in work or they may even decide to quit the job so as to overcome the fear.
Hence for improving employee retention induction program is one of the effective strategy
and measure because the initial impression and experience of candidate can affect their retention
within organisation. In addition to this each organisation has different work culture and policies.
Thus it is highly required that one must be familiar with the working policies and practices so
that work errors can be eliminated. Induction programs can act as effective means to make
employees aware about the organisational work and vision (Masoud and Tariq, 2020). Within
induction programs new employees are informed about details such as founders, organisational
values, vision, work culture and environment, personnel policies like health and safety, training,
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incentives or promotion, organisational structure or hierarchy, departments as responsibilities of
candidate (Jakobsson, 2018).
If induction programs are not conducted and candidate is directly integrated into main team,
then within work training or learning phase they may not be able to pay focus on above
mentioned elements. Hence in long term candidate may gain work competencies but they may
not be able to understand organisational long term vision or values. This can bring a huge gap in
the planning and growth strategies of organisation. Thus to ensure that individual capabilities and
skills are in alignment with the long term growth strategies and goals of organisation induction
programs are must. Similarly, in order to ensure that a newly recruited candidate follows all
regulations and ethical values it is essential that they must be made these values learn.
In new working environment individual may feel shy and less confident with other team
members. This can have adverse impact on abilities of individual. Thus induction programs
provide an opportunity for the new joiner to explore the physical infrastructure of various
departments, their team members and working pattern (Viljanen, 2018). It ensures that candidate
does not find any difficulty at the new place and team. Induction programs are also considered to
be valuable in terms of developing a sense of loyalty and belonging towards organisation. In
every work culture there are some candidates who used to have negative or dissatisfactory
attitude towards organisation. Thus if journey of new employee is not planned or guided then
there are possibilities that new employees are misguided or mistreated and it can build a sense of
negative or false perception for the organisation. It is very important for the firms to prevent
development of such misconceptions because it can either lead to poor employee retention or
threat to brand value or it can establish a work culture of negativity and unproductivity.
Initial few weeks after joining any company are highly crucial as during this time period
individual develops a perception about organisation. They also used to decide if they want long
term association with the organisation or not depending upon the work environment. Thus it is
required that appropriate support must be provided by employer so that individual is equipped
with all essential resources, information support and knowledge to perform job with high quality
standards without overwhelming (Borage, 2020). Induction programs make new employees feel
valued and special so that they are motivated and inspired to be highly positive and productive
towards the work and organisation. Induction program emphasis on making employee aware and
introduce about their role and expected outcome. Also some employees who are graduates or
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who are making a comeback after long sickness leave need additional support and guidance to
make themselves adjust in the work environment. Along with the employee, induction is also
helpful for the employer because if employee is comfortably adjusted in the business
environment then they used to have hire retention chances (Sağlam and Bülent, 2018). Thus their
loyalty and productivity is increased and assured. If any employees discontinue working only
because of initial nervousness in first few weeks, then it leads to time and resource based losses
for the organisation as they will have to initiate the recruitment process freshly.
RECOMMENDATIONS AND CONCLUSION
It can be concluded that with high quality induction programs contemporary organisations
can lower the transition phase of new candidates. Induction programs make employees
comfortable so that they can quickly overcome the stress and can collaborate with the work
practices, culture and team members. Through induction programs new employees can
understand their duties, work procedures, training needs, responsibilities as well as other
challenging aspect of their work. It can also be concluded that lack of suitable induction program
can increase the transition time and employee may take longer to excel into their job role and
expectations.
It is recommended that for making the induction programs highly successful and productive
organisations must plan and prepare induction propaganda. Induction programs must be inclusive
of follow up from employees, increased social interaction, ice breaker activities such as team
lunch or welcome messages and clear introduction to job role and description. Even after few
days or weeks feedback must be taken from the employee so that induction can be made better
and more interactive.
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REFERNECES
Books and Journals
Borage, S.J., 2020. Event report: Interns Induction Program 2020. Journal of Indian System of
Medicine, 8(1), p.65.
Breeze, R., 2019. Recruitment websites and the socialization of new employees. Engagement in
Professional Genres, 301, p.197.
Cesário, F. and Chambel, M.J., 2019. On-boarding new employees: a three-component
perspective of welcoming. International Journal of Organizational Analysis.
Jakobsson, R., 2018. Employee commitment, how it can be influenced by the recruitment and
induction processes of organisations and what employees experience to be the source of
the changes to their commitment levels during these processes and their individual
components.
Masoud, M. and Tariq, M.U., 2020. Improving employee induction and workplace culture
development progress using lean six sigma methodology. J. Crit. Rev, 7, pp.5025-5036.
SAĞLAM, S. and Bülent, A.L.A.N., 2018. The role of induction program in newly recruited
teachers’adaptation to a new teaching environment: a case from anadolu
university. Elektronik Sosyal Bilimler Dergisi, 17(67), pp.1092-1108.
Viljanen, K., 2018. Impact of employee induction programme on performance and development:
case Sector Alarm.
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