Questions and Answers on Companies and Employees Essay

The induction period reduces some of the stress that people encounter when starting a new job and as such it is an effective way to welcome new members of staff to your organisation. It introduces new members of staff to the existing staff, as well as being a time for existing staff to meet their new colleagues. It is also a time when you can identify the strengths of each new staff member, and the priorities for their future development.

If invested in and developed, employees are more likely to feel their social needs are met by being part of a team are well regarded and appreciated for their skill set and therefore motivated to work harder to reciprocate which leads to higher production and efficiency. People are able to realise their abilities and potential, take on more responsibility or variety of tasks which improves versatility and prevents boredom leading to demotivation. Staff feel happier if they feel valued and are likely to stay within the organisation.

It is useful to start with an WHS Induction Policy, a Procedure outlining how induction will be implemented within the organisation, and a Checklist for Managers/ Supervisors to use during the Induction Process.

Due to the greater encouragement, it reduces employee turnover and increases efficiency. This causes the company to be able to fulfill their goals and objectives that have been both created and managed through the strategic management process.

If an individual is new to the team they are likely to have a low level of skills (even if they have technical skills they are unlikely to have the skills specific to that business) but would hopefully have a high level of commitment to their new role

The first three days a company begins their operation the bank will be contacting then so they can open an account. The bank also uses this policy and practice when it comes to managing and developing their employees. The Bank feels that training is extremely important. The bank feels that the training and developing will build up their employees so they are able to perform to their best ability. The bank feels that learning is a win-win situation. The employees succeed in life and also on the job (Shukla-Pandey, 2012).

In addition to being cost effective it can also provide incentive for the existing employees to perform better in their current roles to get promoted quickly. This can have a positive impact on the overall performance of the organization

When a new employee starts with a new company, there are several internal and external factors that can affect the employment relationship. An internal factor could be training. If an employee does not get sufficient training or the training that they may have been promised at the start of employment

* Development of an induction program to welcome new employees and introduce them to our organisation

Induction training is training given to new employees. The purpose of the induction training (which may be a few hours or a few days) is to help a new employee settle down quickly into the job by becoming familiar with the people, the surroundings, the job and the business. It is important to give a new employee a good impression on the first day of work. However, the induction programme should not end there. It is also important to have a systematic induction programme, spread out over several days, to cover all the aspects in the shortest effective time. The advantages of induction training are that they are cost-effective and to have the opportunity to learn whilst doing training alongside real colleagues. The disadvantages of induction

The new hires are exposed to history, values, principles, mission and culture of the company, and emphasized on team work and sometimes customer service

The recruitment process can be a timely and costly exercise therefore it is essential that new recruits contribute to the business as quickly as possible and the induction process is fundamental to this. An effective induction is an important part of recruiting a new employee to ensure they feel welcome, motivated and ready to contribute and more importantly they want to stay and work for the organisation. It creates a good first impression and inspires new starters to achieve and “do well” in their new role and allows them to lay the foundations to build important work place relationships amongst teams and Managers and helps shape their attitude towards the role and the organisation. New employees will have created a perception of the organisation

From the beginning, HR printed material, work comprehension and desires, incline up, thus a great deal more, the onboarding procedure can turn out to be truly

Every employee finds difficulties when they are joining the new organization because they have to learn to do well in their new jobs. So, they have to able to adopt

The process of induction in our organizations is poor and unsatisfactory which needs to change and for that we will amend the induction policy. It’s a huge project and it will require continuous input from different individuals for the best results.