Report on Human Resource Management Induction Process at Workplace

This report delves into the critical role of Human Resource Management (HRM) in developing and implementing effective induction processes within an organization. It begins with an executive summary, followed by an introduction that highlights the importance of induction for new employees. The report then explores the development of an effective induction process, outlining key steps such as introducing new employees to company policies, procedures, and the workplace environment. It also discusses the roles and responsibilities of HRM in the induction program, emphasizing the importance of training, communication, and employee development. The report examines the integration of organizational objectives, employee retention strategies, and the satisfaction of employee needs. Furthermore, it covers the use of technology and the importance of supervisors in guiding new hires. The report concludes with recommendations for improvement and a summary of the key findings, emphasizing the crucial impact of HRM on organizational success and employee integration. The report references several academic sources to support its claims and recommendations.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
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Total Word count: 1800

HUMAN RESOURCE MANAGEMENT
Executive Summary
The paper is based on the human resource management role and responsibilities that
they need to perform to achieve the aims and goals of the organization. The most important
task that the human resource management performs is the recruiting of the employees and
providing them training. The human resource management ensures that the organization is
properly working and the employees can achieve their goals and aims. Human resource
management acts as a supervisor, leader, manager, and motivator for the employees. The
paper is an elaborate discussion of the tasks that human resource management has to perform
in an organization and the ways the organization is benefitted by the human resource
management.

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Table of Contents
Introduction................................................................................................................................3
Developing an effective induction process................................................................................3
Roles and responsibilities for the induction program................................................................5
Recommendations......................................................................................................................8
Conclusion..................................................................................................................................8
References .................................................................................................................................9

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Introduction
The human resource management is an important body of the organization that helps
in the development of the organization. It is a strategic approach for the effective
management of the people in a company or organization for adapting a healthy competitive
advantage among the employees of the organization. This helps in the delivering of quality
production by the employees of the organization. Induction is the process of making the new
employees know about the company, its vision, and its mission (Storey 2016). It helps in the
understanding of the employees' motives as well. Induction gives a clear view of the working
of the company and the strategies of the company in dealing with its customers in increasing
the revenuer of the company. There are various duties and responsibilities that human
resource management needs to execute for the proper working of the organization. The paper
aims in the discussion of the importance of induction for the employees as well as the
organization (Marler and Parry 2016). The paper is an elaborate description of the role of
human resource management and the way of handling the induction in an organisation.
Developing an effective induction process
The new employees are introduced to the policies and the procedure of the
organization in the induction. The induction helps in a better understanding of the
organization for the new employees. The employees are introduced to the induction program
with the help of an employment contract and the new starter email sent by human resource
management. In the first week, the employees are introduced to the workplace environment
by the supervisor (Hollenbeck and Jamieson 2015). The new employees require to understand
different rules and regulations before taking the responsibility of the job. They are presented
with the job requirements, the tasks they need to perform on duty. Work health and safety
policies are also discussed with the new employees at the time of induction (Delery and
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Roumpi 2017). There are other aspects like handling of the workstation, emails and
community system is demonstrated to the employees to avoid complication at the time of
working.
The human resource management ensures that the new employees be acquainted with
the older employees. This helps in the better working of the employees and develop
relationship with the other employees. As new employees proper understanding of the
process and the procedure of the job may not be clear initially (Cascio 2015). Hence, it is the
responsibility of the supervisor to make the employees explain the way of working. The
supervisor also makes the employees understand the working condition. This is an important
part of the induction as it helps the employees prepare themselves for handling the job. The
supervisor has another important task in making the employees understand the probation
period. The leaves they are eligible to take during the probation period as well as the task
they need to do during their probation period (Bailey, Mankin, Kelliher and Garavan 2018).
Managing for the performance process and annual cycle key contacts are being also
explained at the time of induction.
The induction takes place on-line and it has been developed for providing the staff
with adequate information that is relevant and for being up-to-date about the organization. It
has been designed in a way to supplement and support the information gained at the
workplace and the induction workshop. The workshop has been designed for a better
understanding of the workplace (Noe, Hollenbeck, Gerhart and Wright 2015). The workshop
deals with the organizational structure, history and strategic direction of the organization that
is being explained to the employees for the proper understanding of the organization. The
supervisor also makes the employees understand and identify the mission of the organization.
Community engagement, staff code of conduct, uniform policy/ outfit policy and diverse
information regarding the organization is demonstrated in the induction.

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The following are some of the key factors of induction, which helps in the better
training of, at the time of induction:
 Integration with organization objectives: The main aim of induction is to ensure that
the new employees start to contribute to the organization as early as possible (Berman
et al. 2019). It is the reason that the induction program has to be integrated well with
the organizational objectives and strategies. Focus on employee retention: Within the first few weeks of the joining of the new
employees, the supervisor must ensure that there is a good impression implemented in
the mind of the employee about the organization (Brewster, 2017). This ensures
employee retention in the organization for a long period. Needs of employees: In order, to ensure the employee is providing their hundred
percent to the organization must make sure that the needs of the employees are
satisfied. This ensures the loyalty of the employee towards the organization.
Roles and responsibilities for the induction program
Human resource management plays a very important role in the changing of the
organization structure. The hiring of effective employees can drastically change the
productivity of the organization. Moreover, the policies are also implemented by human
resources, which affects the working of the organization. It is the responsibility of the human
resource management of the organization to develop a healthy work culture for the better
working of the employees. Human resource management must be open-minded and
communicate with the employees for establishing a better relationship with the employees.
The human resource management is responsible for the implementation of the policies in the
organization. It looks after the leave policies of the organization. The human resource
management decides the timing and the working of the employees of the organization
(Sánchez, Marín and Morales 2015). Human resource management plays a vital role in the

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economic management of the organization. Adoption of the marketing-driven approach,
mentoring changes in the organization, use of better equipment, enhancement of the skills of
the employees play a vital role in the economic changes in the organization, which is being
handled by the human resource management. In the advancement of technology, there have
been changes in the working of human resource management as well. Recruitment became
easier and reaching candidates is effective with the use of technology in the modern era.
Tracking the performance of the employees became easy with the use of excel. The human
resource management is enabled to bring diversity in the induction with the use of
technology.
Human resource management organising a training to the new recruiter, which is one
of the greatest responsibilities, as the trainees will be working according to human resource
training. It is the responsibility of human resource management to train the employees to
handle the customer. The employees must be trained in a way that they are adequate to
provide satisfying service to the customers. Human resource management also has
responsibility for the development of the team. It ensures that every employee provides
quality work and ensure high productivity of the team. Human resource management also
ensures that the employees do not misbehave and do not have any issues in the workplace
(DeCenzo, Robbins and Verhulst 2016). During the time of induction, the human resource
management ensures that the skills of the employees are developed. It is also the
responsibility of human resource management to find out the skills of the employees. For
utilize them in the right place that will help in the better working of the employees. The
human resource management ensures that the employees are provided with appropriate
training for the adequate performance of the job. Hence, the employees will be equipped to
achieve the desired result for the organization and meet the goals and aims of the
organization. Encouraging the employees with incentives for further education or use of their

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skills and knowledge for the betterment of the company is also the role of human resource
management.
Human resource management also ensures that employees do not face any sort of
issues in working. For the proper management and development of the staff training, human
resource management communicates with the staff regularly and ask for the feedback for
improvement of the training that is provided to the staff. Human resource management takes
a daily update of the productivity of the employees to track the progress of the employees and
motivates them in case of any problem faced by the employee. Human resource management
also communicates with the employees to know their needs and tries to fulfill their needs if
possible. Human resource management takes regular feedback from the employees to change
the way of training for providing better training to the staff. The human resource management
ensures that adequate training is provided to the new employees for better handling of the job
(Sánchez, Marín and Morales 2015). Human resource management identifies the needs for
providing adequate and right training to the employees. The human resource management
establishes training objectives and design program for increasing the effectiveness of the
induction. After conducting the program there is an outcome expected on which the training
can be evaluated.
The line manager also ensures that the new employees are introduced to their colleagues to
establish a friendly environment and diminish the distance among the employees. It provides
the employees with a clear knowledge of their working. Human resource management has
other miscellaneous tasks such as providing offer letters, or emails to the employees. The line
manager is being nominated by the human resource management and necessary
implementations required for the induction program (DeCenzo, Robbins and Verhulst 2016).
They advise the new employee’s details and a module for the better working of the
organization.

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Recommendations
The human resource management works sufficiently for the best outcome of the
organization yet there are situations when the right quantity and quality of the employees are
not achieved. The human resource management in such cases must find out the requirement
of the employees and the reason for their unproductivity. The human resource management
can also improve the induction process by face-to-face introduction of the directors for better
identification of the managers and directors so in case of emergencies they can be easily
contacted.
Conclusion
The human resource management is a crucial aspect of an organization. It looks after the
working of the organization. The entire working of the organization depends on the working
of human resource management. It also helps in the rise in the economy of the organization.
The recruiting of the employees in an important part on which the revenue and the turnover
of the organization depends. Human resource management ensures that the employees hired
provides an increase in the economy of the organization. There are various other aspects like
those that the training that is provided to the employees should be adequate to properly work
in the future. Hence, numerous roles and responsibilities that human resource management
plays in an organization for achieving the aims and objectives of the organizations.

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References
Bailey, C., Mankin, D., Kelliher, C. and Garavan, T., 2018. Strategic human resource
management. Oxford University Press.
Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2019. Human resource
management in public service: Paradoxes, processes, and problems. CQ Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. Policy and practice in european human resource management: The Price
Waterhouse Cranfield survey. Taylor & Francis.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Delery, J.E. and Roumpi, D., 2017. Strategic human resource management, human capital
and competitive advantage: is the field going in circles?. Human Resource Management
Journal, 27(1), pp.1-21.
Hollenbeck, J.R. and Jamieson, B.B., 2015. Human capital, social capital, and social network
analysis: Implications for strategic human resource management. Academy of Management
Perspectives, 29(3), pp.370-385.
Marler, J.H. and Parry, E., 2016. Human resource management, strategic involvement and e-
HRM technology. The International Journal of Human Resource Management, 27(19),
pp.2233-2253.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2015. Human resources
management. Instructor, 2015.
Sánchez, A.A., Marín, G.S. and Morales, A.M., 2015. The mediating effect of strategic
human resource practices on knowledge management and firm performance. Revista Europea
de Dirección y Economía de la Empresa, 24(3), pp.138-148.

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Storey, J., 2016. What is Strategic Human Resource Management?.