The Importance of Induction in the Success of HRM Functions

The Benefits of Effective Induction

Critically Discuss How Job Analysis Contributes In The Success Of Other Human Resource Management Functions.  

Critically Assess If Induction Only Serves To Transfer ‘Managerial Messages And Company Rhetoric, Rather Than To Make Newcomers Part Of The Family’ (Daskalaki,

Critically Discuss The Current Role And The Future Potential Of Social Media In The Recruitment And Selection Functions In Hrm.

Human resource management (HRM) refers to process of employing, training and compensating people which can aid in the proper functioning of an organisation. It helps in describing process of managing and developing employees in a company. It overseas all things which are related to management of human capital of an organisation. The induction process helps in introducing new employees to job and the company. It helps in receiving and welcoming employees at the time of his joining and provides him with basic information so that he can adjust himself well in the new office environment (Delery and Roumpi 2017). It generates within him feeling of belongingness and it helps in explaining his duties and company policies so that he becomes familiar with the organisation. The induction process helps new employees in developing cordial relation with other existing employees. This essay argues that induction helps in transferring managerial messages and the company rhetoric and it makes newcomers feel themselves to be an integral part of company.

The induction process is planned by human resources for the new employees and they are designed for ensuring that new employees have been able to settle easily into the employment. It enables new employees in becoming more effective so that they can become productive members of the company. It have been brought out with the help of research that effective induction process helps in encouraging closer identification with workers which creates the way for reducing employee turnover. According to Pak et al. (2019), it helps new employees in getting first impression about company and it can help in improving quality of work of employees. Induction can be stated to be crucial aspect of employee retention and it helps in reflecting values of a company. It has been argued by Brewster (2017), the well-planned induction process has a positive effect on public image of an organisation and it helps in transferring managerial messages which can prove to be useful for the employees. It helps in transferring company rhetoric as it acquaints the employees with the new policies and working conditions of the organisation. It can help employees in understanding organisation in broader sense so that they become familiar with values and cultures of the organisation.

Transfer of Managerial Messages and Company Rhetoric

The proper induction starts from identification of need of recruitment and it is carried out across the first year which makes employees acquainted with procedures and processes in the organisation. The face-to-face induction process helps in addressing inductees and immediate needs of employers and it can help in addressing demands of employees (Markoulli et al. 2017). The induction can be stated to be a yearlong procedure and it have been found to merge with training programme of a company. The induction programmes comprises of blended learning curriculum which makes usage of classroom instruction and discussions with the direct managers. It helps in providing facilities for self-guided e-learning which can provide benefits for both employees and organisation. It have been found that information needs interpersonal interaction and they are delivered within the premises of classroom. According to Guest (2017), the individualised job-related information are presented in an electronic manner which helps employees in retaining crucial information in their minds. The employees are inducted into culture and systems of organisation with the aid of induction process and it helps employees in adjusting themselves to the new working conditions of the organisation. It provides general information about work routines of employees and acquaints them with history and mission of the company. It helps employees in knowing about employee assistance programmes and health plan options which can work for the benefit of company.

The induction process helps in transferring of managerial messages and it guarantees successful integration of employees and management. It helps new employees in getting proper idea about values and objectives of organisation which helps them in carrying out work in the right direction (Peoplemanagement.co.uk 2021). It can help workers in knowing about company history, goals, politics and performance proficiency which can increase the effectiveness of performance of workers. The managers are able to transmit about traditions, customs and myths of company which can help workers in assimilating themselves with the new conditions in the organisation (Grobman et al. 2018). The senior managers are involved in induction process which acts as pre-requisite for success of human resources management function. The senior managers are involved in orientation process which helps in sending right signal to the employees that they are valued by senior management.

According to Jakobsson (2018), the induction process proves to be of great use in transmitting company rhetoric as it makes employees familiar with work culture and vision of an organisation. It can help employees in understanding about their new role which can help them in achieving goals of company. The on-boarding process can expose employees to organisational culture with the help of speech which can take the organisation ahead in the long run. It has been argued by Janet (2019), that the socialisation process can expose employees to new culture in an effective manner which can further the interest of employees. It can help in seeking cultural fit between new employee and the organisation which can help employees in adapting themselves to the culture. It can help in paying attention to cultural and the practical elements which can incur positive influence on new employees. It can help in educating employees about mission and the vision of an organisation which can help them in perceiving the essential elements in the business (Peoplemanagement.co.uk 2021). It can help in laying down foundations for relationships in the team and in wider organisation which can facilitate long-term growth of a company. It can help in removing confusion of workers which can make employees less productive within the boundaries of organisations (Sievert, Vogel and Feeney 2020). It can help in setting out expectations in regard to culture and the shared values which can act as a positive force for a company. It can help new employees in knowing about their first line managers and other team members in first week of reporting which can help in fostering effective relationships that can take the company ahead in the long run. It can help in setting out expectations in the early stage and it can allow members to ask questions which can help in preparing themselves for their future work. The trainers add induction activities which can create positive impression on them and help them in planning for subsequent weeks.

Socialisation: Making Newcomers Part of the Family

The induction process helps in presenting significant amount of benefits for the company and it greatly helps new employees in adjusting themselves to the organisation. It can aid employees in reaching full working capacity which can help them in emerging as productive members within the company. It has been argued by Danvila-del-Valle, Estévez-Mendoza and Lara (2019), that the induction process makes newcomers part of the family and it provides significant benefits for the employees. It helps in offering valuable support to new employees so that they feel themselves to be an integral part of the organisation. The new job can prove to be a stressful experience for employees and it can make employees settle down in their new job. It can help them in understanding terms and conditions of the employment which can help them in fostering close bond with the organisation. It has been brought out by Abdullah (2020), that the formalised induction programme can be arranged for employees which can help new employees in adjusting themselves to the new conditions in the workplace. The ad-hoc approach of induction have been found to be fraught with problems as first week in job is critical for engagement and success of employees. It can prove to be a determining factor regarding employees would continue in the job in future and hence it is of great importance for workers.  According to Vermeeren (2017), the induction programme can help new employees in hearing from business leader and it can help them in understanding about purpose and direction of a company.  It can help them in putting their contribution into perspective which can provide them with greater purpose for the work. It can aid employees in making smooth transition to the business which can help them in assimilating themselves into company culture. It can make employees feel supported which can bear positive impact on the growth of an organisation.

The induction process reinforces decision of new employees of joining organisation and it helps in fostering sense of belonging of workers (Pohl, Vonthron and Closon 2019). It proves to be of great use for staff for dealing with the anxiety and it provides them with coping strategies which can help employees in dealing with stressful times within organisational life. It can help in reducing insecurity among workers and they help employees in settling themselves faster in the organisation. It helps in instilling positive emotions in workers which creates the way for greater satisfaction among the workers. It can translate into producing productive workers who feels themselves to be integral part of an organisation. According to Yang and Lew (2020), the induction programmes are aimed at providing tangible and the cost-related benefits for a company which can aid in company growth in the long run. It can also provide emotional benefits for workers and it aids them in reaching full productivity within a short span of time. It helps in introducing new employees to organisational structure and culture and new employees are able to meet all individuals which aids them in performing their job in adequate manner. It informs the employees about their job role and it makes them aware about how they would be able to contribute effectively to the department. It helps in providing manager-facilitated training and it helps in communicating essential information about culture, values and job expectations of employees (Al-Abbadi 2018). It makes newcomers part of the family as they are provided guided tour of workplace which helps them in being comfortable in the new office environment. The group meeting should be organised and new member should be introduced to group which can help the employee and the organisation in deriving useful benefits. It can help in encouraging social interaction which can make new employees in revealing their feelings which can make them feel comfortable within new surroundings.

Role of Social Media in HRM Functions

There are various kinds of disadvantages of induction programme that can threaten the prospects of a company. It have often been found that on-boarding programme is poorly organised which can act as a disadvantage for a company. They are often not able to answer queries of new employees which raises discomfort on the part of workers. It incurs a great deal deal of cost on the part of an organisation which can be stated to be a weakness of the induction programme. It can also give rise to increased stress for new employees which can prove to be a hindrance in the path of progress of organisation (Rozika, Dharma and Sitorus 2018). It can lead to waste of valuable resources and the company spends a great deal of time and money for the purpose of carrying out induction programme. It have been found that induction programmes are underpinned by too much of theory which can reduce effectiveness of the training program. The theoretical programmes can make the induction programme boring which can make new employees lose interest in the program. The data is often not retained by employees and hence it does not furnish useful results for either employees or the organisation. There does not often exist feedback system which can help new employees in voicing their concerns about the induction programme.

There are various challenges which can be faced while providing induction programme which can raise difficulties for a company. It have however been found that new employees are bombarded with a great deal of information and they fail to cope with the new process of training in the organisation. It have been found that trainers do not understand roles of new employees and hence the induction programme does not hold good for the workers. According to Vermeeren (2017), the workers have personal expectations about their role and they should be acknowledge in the beginning which can help in reducing insecurity and fear residing among the new employees. It have been found that one-size fits all program fails to deliver any essential benefits and it may not prove to be relevant for them (Delery and Roumpi 2017).  The digital resources that are provided to employees should be relevant to job role of workers and it should be able to answer individual questions which workers have regarding the company. The feedback should be used for bringing about continuous change which can provide best experience for new employees.

Conclusion

The human resources arranged induction programme for new workers and it ensures that workers are able to settle down in their new professional positions. It can help in increasing efficacy of employees which can help them in evolving as productive members of the organisation. It has the ability of transferring managerial messages and it can be prove to be useful in successfully integrating employees and managers. The new employees are able to get proper idea about organisational values which can facilitate them in carrying out work in proper direction. It makes newcomers feel themselves to be an integral part of company and valuable support is furnished to employees which aids them in successfully adjusting themselves to the job. The new job can be a stressful experience for workers and it can help in improving the quality of work that is delivered by employees. The on-boarding programme have often been found to be poorly organised and hence it does not serve any real benefit for new employees.

References

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