Induction

Once the recruitment and selection processes are completed and a new employee has been appointed the process of formal induction begins.

Induction involves familiarizing a new employee with the organization, their role and its responsibilities and to help them adjust and acclimatize to the new position and working environment.

Purpose and Need

An employee has to work with fellow employees and his supervisor. For this he must know them, the way they work and also the policies and practices of the organization so that he may integrate himself with the enterprise. Any neglect in the area of induction and orientation may lead to high labour turnover, confusion, wasted time and expenditure.

Induction Program

A good induction program should cover the following:

1. The company, its history and products, process of production and major operations involved in his job.
2. The significance of the job with all necessary information about it including job training and job hazards.
3. Structure of the organization and the functions of various departments.
4. Employee’s own department and job, and how he fits into the organization.
5. Personnel policy and sources of information.
6. Company policies, practices, objectives and regulations.
7. Terms and conditions of service, amenities and welfare facilities.
8. Rules and regulations governing hours of work and over-time, safety and accident prevention, holidays and vacations, methods of reporting, tardiness and, absenteeism.
9. Grievances procedure and discipline handling.
10. Social benefits and recreation services.
11. Opportunities, promotions, transfer, suggestion schemes and job satisfaction.

An induction program consists primarily of three steps:

General orientation by the staff : It gives necessary general information about the history and the operations of the   firm. The purpose is to help an employee to build up some pride and interest in the organization.

 Specific orientation by the job supervisor : The employee is shown the department and his place of work; the location of facilities and is told about the organization’s specific practices and customs. The purpose is to enable the employee to adjust with his work and environment.

 Follow-up orientation by either the personnel department or the supervisor : This is conducted within one week to six months of the initial induction and by a foreman or a specialist. The purpose is to find out whether the employee is reasonably well satisfied with him. Through personal talks, guidance and counselling efforts are made to remove the difficulties experienced by the newcomer.

Selection

What is selection?

Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less of absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested.
 
But selection must be differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job.


The Selection Process takes place in following order :-

1. Preliminary Interviews - It is used to eliminate those candidates who do not meet the minimum eligibility criteria laid down by the organization. The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. Preliminary interviews are less formalized and planned than the final interviews. The candidates are given a brief up about the company and the job profile; and it is also examined how much the candidate knows about the company. Preliminary interviews are also called screening interviews. 

2.  Application blanks - The candidates who clear the preliminary interview are required to fill application blank. It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc.

3. Written Tests - Various written tests conducted during selection procedure are aptitude test, intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the potential candidate. They should not be biased.

4. Employment Interviews - It is a one to one interaction between the interviewer and the potential candidate. It is used to find whether the candidate is best suited for the required job or not. But such interviews consume time and money both. Moreover the competencies of the candidate cannot be judged. Such interviews may be biased at times. Such interviews should be conducted properly. No distractions should be there in room. There should be an honest communication between candidate and interviewer.

5. Medical examination - Medical tests are conducted to ensure physical fitness of the potential employee. It will decrease chances of employee absenteeism.

6. Appointment Letter  - A reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter.

Recruitment

What is recruitment?

Recruitment is one of the most critical human resource functions for organizations.  Attracting the right people, with the right blend of skills and experience into the right jobs, and aligning this to the organization's overall objectives is crucial to organization success.

The recruitment process can be regarded separately to the selection process; it focuses on identifying that a genuine vacancy has arisen through to receiving a list of candidates.

Whether the economic environment is booming, and attraction and retention of a talented and flexible workforce is essential for competitive advantage, or is in a downturn and the survival of the organization depends on the competence of staff, it is essential that the recruitment function is clearly identified.

There are a few stages of recruitment;

Stage 1 : Identify Genuine Vacancy

There are a few reasons on how vacancies could occur ; creation of a new roll, or where replacement needs to be filled in.

Before recruiting, an analysis should be done to ensure that the vacancy is genuine or that the role is in fact require. 

Stage 2 : Obtain Authority To Recruit

An organization recruitment policy or processes should include a procedure to ensure authority to recruit is obtained by senior management or a designated authority.

Stage 3 : Conduct Job Analysis

A job analysis is a structured approach that identifies and determines the major requirements of a role, and the relative importance of the requirements necessary to successfully perform the duties of the position.    

Stage 4 : Write Or Review Position Description

The work undertaken in completing the previous steps will all contribute to the formulation or review of a position description for the relevant role.

Stage 5 : Attracting Candidates

 

A number of matters need to be addressed before advertising to ensure the right candidates are attracted, in the most appropriate and efficient way and to fully understand where recruitment

strengths and weaknesses lie.

Introduction

Attracting the right calibre of people is essential for the success of any organisation in reaching their strategic and operational goals.

Effective recruitment and selection processes will ensure that the right people, with the right blend of skills and experience and the right organisational fit are aligned with those organisational goals.

A well implemented and considered induction process will then ensure that new employees are provided with appropriate and effective support to set the foundations for a successful long-term working relationship where employee engagement and performance is maximised.

In this section a detailed step-by-step process is outlined.

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