Analyzing the Value and Importance of Employee Induction in Workplace

This essay explores the value and importance of employee induction programs in the modern workplace, emphasizing their impact on employee engagement, retention, and overall organizational success. It highlights how well-designed induction processes can improve employee understanding of the company culture, their role within the organization, and workplace procedures. The essay also addresses the role of managers and HR in creating effective induction programs that incorporate elements such as health and safety, legal compliance, and company values. Furthermore, it underscores the significance of adapting induction programs to meet specific employee needs, especially in light of recent challenges like the COVID-19 pandemic, to ensure a positive and supportive onboarding experience. The essay concludes that investing in comprehensive induction programs is crucial for boosting productivity, reducing staff turnover, and fostering a committed and satisfied workforce.

Individual essay-
The value and
importance of employee
induction in modern
workplace.

Contents
INTRODUCTION................................................................................................................................3
MAIN BODY.......................................................................................................................................3
REFRENCES.......................................................................................................................................6

INTRODUCTION
There is a huge impact of the organization's first impression over the employees working in
the organization for their job satisfaction. Induction serves as a great opportunity to do so as the
organisation can welcome their new employee and help them to settle. Induction is referred to the
process of adjusting or acclimatising of employees to their assigned job and the working
environment. Basically, it is the process of employee’s introduction to the organization. The new
recruits are taught how they could build good working relationships with the new people in the
organization. In some organizations induction is also termed as 'on boarding'. The induction
includes the process of the individual’s connection with the organization by understanding the ways
of working in the organization (Jakobsson, 2018). An organisation should always have a proper and
well-designed induction for the new employees, in order to give them a positive experience of the
organisation. The aim if induction is not only to introduce the employees to the organization but
also to make them comfortable with the organizations working environment. Induction helps the
management in making sure that the recruits have all the required knowledge and support they need
for performing their job. A good induction can work in improving the employ turnover and
employer brand. An effective induction can also help in absenteeism.
MAIN BODY
Induction makes sure that the employees are well engaged into and across the organization. The
induction programmes not only benefit the new employees but also the employers. Induction
provides the employees a better understanding of the organization, their role in the organization and
different ways of working in the organization. Also talking about the employers, induction provides
them the support in reduction of turnovers and absenteeism, and improvement in employee
commitment and job satisfaction.
An induction program is an integral part of hiring process for newbies. It provides and overview of
how the working environment of an organisation is as well as the employees position within the
company. The procedure will address the rights of both the employees and employees as well as all
the terms and conditions of employment at the respective organisation along with focusing on the
new employee’s health and safety too (Soni, 2020). And induction program is part of a company’s
knowledge management process and is design to help me employees become more useful for the
organisation and integrate with the members of the team.
The new people in the organization require a better understanding of the organization's culture,
people, working as well as what is their role in the organization. That is why there is a need of an
effective and integrated elements in induction. These elements should consist of health and safety,

lawful operations and facilities related to work force welfare. The induction programme should also
be introducing the new employees how the company works (Nguyen, 2021). The programme
should also be familiarizing the newbies about the time, location, values, culture and patterns.
Managers can use the follow up process to see if the staff have efficiently integrated what additional
resources are needed what modifications need to be made and if the person requires additional
training or not. The data collected through the follow up process can be used to improve the
induction programs for the future full stop after the formal induction is done should you regular
meetings with the new employees to assess the progress. Allow them to express anybody they may
have and discuss them in private (Ivana, 2020). As far is concerned with the job requirements
conflict with the workers and A terrible customer experience all of these issues can be address soon
as possible to ensure new employees’ future success in any company.
All the managers with the guidance of HR should be investing the time in inducting all the new
recruits. Many companies have specific requirements for recruiting for example career breaks
parental leave technical specialist graduate training senior appointments and many more. Induction
is the most important part for the employees as the working for a company with such arrangements
and aims to achieve the objectives of the company. Due to well-designed induction programs the
employees settle in the organisation very quickly. This integrates them into their team. There is a
sense of support pelt by the new employees in the company because of induction and they become
productive quickly and with their highest potential. In addition, organisations should work on well
programmed induction because the arrival of covid-19 pandemic it is now particularly important for
new joining to have a positive experience and support to connect with the new people of the
organisation.
Induction program that are very well design can boost productivity and read use staff turnover in a
short term. In terms of performance attitude and Organisation commitment these programs play a
crucial part in socialisation to the organisation. For the more a well design induction program can
rapidly boost new employees speed to competency and resulting them in being more productive in a
short amount of time for the benefits of organisation.
Induction and mainly the responsibility of manager as well as the HR. Also, some company higher
induction specialist who are specialised with the tasks of induction and will ensure that the
important information is collected for the employees and deliver to them in the induction program.
People now recognise the value of employee brand as a part of induction process (Masoud, 2020).
Mainly the induction process depends on the size and the nature of the organisation and also the
role of The Recruit.
Induction should always include information about the systems and procedures used in the company

the company strategy and whatever the company’s services are there such as values and behaviour.
The information as induction components should be communicated well to the Employees in order
to make them clear what they have to do in the organisation. This information can be
communication in many ways.
Many company choses 1 to 1 discussions and group learning sessions as induction process
(Srivastava, 2020). This in shorts that all the new recruits are given a positive message by clearing
employee brand values and culture. This also enables the recruits to have good relationship with
their colleagues and help them to socialize with other people of organisation.
While induction process there is a need to avoid providing too much or two soon information which
will overwhelm the employees specially on the first day. There should be the HR sharing the
information to the new employees instead of manager. It is required to create an induction program
which generates the need of the job but not the overselling of the job. Creating an induction
program that only focuses over the administration and the job role will not reflect organisational
values and employee want feel Wanted.
Always the induction should include preemployment instructions. These instructions would be of
joining proof of the legal right to work in the country condition of the employment environment and
also the organisation literature and other media (Mchete, 2020). Along with that there should be
securities provided for health and safety like emergency exit s first aid facilities health and safety
policies protective clothing policy on smoking and also accident reporting. There should be the site
maps of the organisation provided and also along with that there should be a guided to of all the
workplace and the organisation infrastructure. There should be the information about car parking
security passes telephone and computer system etc given. Also, the information about organisation
backgrounds its Global Positioning products and services quality system should be provided while
the induction program. The most important thing the cultures and values should be mentioned in
induction with the support of mission statement employer brands and values.
Employee induction is an effective and efficient way of describing work lace policies and
procedures to the new hires offering precise knowledge new highest need to execute the jobs and
defining Expectations within the larger context of the companies’ goals objectives and over all
operation (Isaiah, 2019). New hires should be train on how to conduct their work safely and what to
do in the event of an emergency as the part of their induction program.

REFRENCES
(BOOKS AND JOURNALS)
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.
Soni, H., Tripathy, L.K. and Biswal, M.L., Evaluation of Induction Training Program: An Empirical
Study of Selected Companies. JOURNAL OF MANAGEMENT AND SCIENCE, p.54.
Ivana, D., 2020. Human resource practices in improving employee retention. Review of Economic
Studies and Research Virgil Madgearu, 13(1), pp.33-43.
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.
Mchete, T. and Shayo, F.A., 2020. The Role of Induction Training on Performance of New
Employees at Workplace: Case Study of the Open University of Tanzania. International
Journal of Business Management and Economics, Review, 3(01).
Isaiah, O., Ejairu, J. and Nwachukwu, C., 2019. CONTEMPORARY REVIEW ON EMPLOYEE
ORIENTATION, PLACEMENT AND PRODUCTIVITY IN PUBLIC SECTOR. Annals of
the Constantin Brancusi University of Targu Jiu-Letters & Social Sciences Series, (2).
Nguyen, T.T., 2021. Developing employee orientation concept for increased engagement–Case:
Company X.
Srivastava, A., Hari, N. and Bhatnagar, J., Induction as a Tool to Gain Employee Commitment with
Special Reference to IT Industry.