The main objective of an induction is to offer employers an opportunity to fully brief new employees about the organisation, including its mission, vision, short-and long-term goals, as well as the requirements of their position, duties and core responsibilities.
It is the official introduction into the business and presents new staff with a clear indication of what is expected of them, including criteria pertaining to performance and evaluation, as well as more mundane issues such as from whom to order stationery.
It also benefits both the employer and employee through pre-empting errors due to uncertainty or misunderstanding, and therefore creating a sense of certainty and security. In short, it makes for a professional, productive and purposeful working environment.
The induction process is also directly related to how quickly new employees settle into new positions and whether a company successfully retains their services. In a market place hungry for new skills in order to meet ever-changing business requirements and constant demands, this is worth considering.
From an HR point of view, managers often forget that this process is really the first opportunity the new employee has to make an impression of the organisation.
There is most certainly merit in management being intimately involved in the induction process and assisting in presenting a comprehensive overview of the organisation, as well as explaining the basics.
In the modern workplace, early productivity for new employees is essential. Little or no direct, verbal orientation ultimately results in new staff having to be looked after and this is not cost effective. It is not enough to give new recruits the Polices and Procedures manual to read!
