CHAPTER-3 training and INDUCTIONWhat is induction?

Induction is process meant to help the newemployee to settle down quickly into the job

by becoming familiar with the people, thesurroundings, the job, the firm and the

industry.

Induction is the process of acquainting thenew employees with the existing culture and

practices of the new organization.

• HR Functions with reference to induction • The human resources (HR) department serves as a

link between management and employees. Specificresponsibilities of HR Dept include –

• Defining positions and related RolesDefining HR Policies and GuidelinesHiring and RecruitmentPayrollEmployee Career ManagementEmployee TrainingSalary & CompensationEmployee recreationMotivational Activities

Session -13

• Presentation by the students

SESSION-14 CONT..

What is induction for? • To sort out all anxiety of recruited person. • To ensure the effective integration of staff.• History and introduction of founders. • Understand the standards and rules (written • and unwritten) of the organisation. • Introduction to the company/department and • its personnel structure• Relevant personnel policies, such as training, • promotion and health and safety. • To clear doubtful situation between new • employee and existing one.

• Who is responsible for the • induction process? • HR manager • Health and safety advisor • Department or line manager • Supervisor • Trade union or employee representative

PROBLEMS IN INDUCTION

• To keep it simple • Supervisor is not trained enough • Employee get so much of information in short • span of time • Large no. of forms • Employee is thrown into action too soon • Wrong perception develop in short span

TRENDS IN INDUCTION

• Chalk and talk session • Questionnaire • From practicalities to discussion about • culture • Using technologies like e-learning • Team building exercise

ADVANTAGES OF GOOD INDUCTION

• Employee retention. • Create good impression • It creates good adhesion • It take less time to familiarize• Less turnover ratio • Increase productivity • No chaos • Cost reduction

DISADVANTAGES OF INDUCTION/In absence of Induction

• Uneasiness of new employee in the environment of the org. • Poor integration in team • Loss of productivity • Failure to work with their highest potential • Low morale• Company image goes down • Leads to Early leaving. It leads many • problems like:-

a) High employee turnoverb) Lowering the morale of remaining staffc) Additional cost for re-recruitingd) Damage the company reputatione) Affect new recruitmentf) Leaver’s record is affected

• INFORMATION TO NEW EMPLOYEES ABOUT THE ENVIRONMENT OF THE JOB AND THE ORGANISATION

1. ABOUT THE COMPANY2. ABOUT THE DEPARTMENT3. ABOUT THE SUPERIORS, SUBORDINATES

Session-15 what is training

• Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organizational policies

Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display.

Need for training

• To match the employee specification with the job requirements and organizational needs.

• Organizational viability and the transformation process

• Technological advances• Organizational complexity• Human relations• Changes in the job assignment

Importance of training and development

1. Optimum Utilization of Human Resources – 2. Development of Human Resources –3. Development of skills of employees 4. Productivity5. Team spirit 6. Organization Culture 7. Organization Climate 8. Quality9. Healthy work environment 10. Health and Safety 11. Morale 12. Image13. Profitability

BENEFITS OF TRAINING• As the business world is continuously changing,

organisations will need to provide their employees with training throughout their careers. If they choose not to provide continuous training they will find it difficult to stay ahead of the competition.

• The other benefit of training is that it will keep your employees motivated. New skills and knowledge can help to reduce boredom. It also demonstrates to the employee that they are valuable enough for the employer to invest in them and their development.

• Training can be used to create positive attitudes through clarifying the behaviors and attitudes that are expected from the employee.

• Training can be cost effective, as it is cheaper to train existing employees compared to recruiting new employee with the skills you need.

• Training can save the organisation money if the training helps the employee to become more efficient.

The objectives of the training are -To develop human resources for mechanization – an

indispensable condition for increasing the agricultural production.• To create awareness about judicious use of available

machinery and power.• To transfer the proven technology from research

institutes to the actual users.• To help farmers / technicians / engineering students /

extension workers etc. in the selection, operation, repair, maintenance,

management and other aspects of mechanization.

• To upgrade social and economic condition of their rural youth by generating

the employment further.• To help industries specially small sector in

transplanting the research design of tested equipment / machines into industrial

design for the production of quality machines.• To encourage the energy conservation in

agriculture through various training programmes.

The more future oriented method and more concerned with education of the employees. To become a better performer by education implies that management development activities attempt to instill sound reasoning processes.

MANAGEMENT DEVELOPMENT METHOD IS FURTHER DIVIDED INTO TWO PARTS:

ON THE JOB TRAINING –

The development of a manager's abilities can take place on the job. The four techniques for on the job development are:

• COACHING• MENTORING• JOB ROTATION• JOB INSTRUCTION TECHNIQUE (JIT)

• OFF THE JOB TRAINING –

There are many management development techniques that an employee can take in off the job. The few popular methods are:

• SENSITIVITY TRAINING• TRANSACTIONAL ANALYSIS• STRAIGHT LECTURES/ LECTURES• SIMULATION EXERCISES

DIFFERENT METHODS OF TRAINING• On the Job training

As the name suggests, on the job training, is training provided during the regular performance of duties. This can take a variety of forms including:

• The employee being guided through a task or process by a colleague or supervisor, so that the employee knows how to perform the task and to what standard.

• Shadowing, spending time with an expert so that the employee can observe how the expert performs their daily duties.

• Observations, the employee is observed whilst they perform their duties. At the end of the observation, the observer will provide the employee with feedback on their performance.

• Coaching, the employee will learn new skills (not knowledge) and have the opportunity to practice the skills with the coach before using the skills in the workplace. An effective coach will review the employee’s performance to ensure that the employee uses the newly learnt skills until they become habit.

• Mentoring, the employee is partnered with an experienced employee so that they can discuss performance. The experienced person is known as the mentor and the employee they are partnered with we will call the mentoree. The mentoree will discuss their performance and problems with the mentor.

OFF THE JOB TRAINING

This is training provided away from the employee’s usual work environment and the employee will stop their usual duties/work during the training. Off the job training may be in the same building or off site. This training may be provided by trainers working for the same employer as the employees being trained or an outside company hired by the employer.

Session-16

• Class assignment