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Introduction to the organization. 1. The aim of induction 2. Why is induction important? 3. Induction arrangements Case study. The Buddy System. Learning outcomes. To be successful in this field, you should be able to

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Introduction to the organization
Introduction to the organization

1. The aim of induction

2. Why is induction important?

3. Induction arrangements

Case study. The Buddy System

Introduction to the organisation


Learning outcomes
Learning outcomes

To be successful in this field, you should

be able to

  • understand the importance of orientation of a new employee in the organization

  • evaluate the effectiveness of different techniques of induction

  • develop the main stages in the induction process

Introduction to the organisation


Introduction to the organisation


Induction
Induction not guarantee they’ll perform effectively.”

The process of

  • receiving,

  • welcoming the new employees and

  • giving them the basic information they need to start work quickly and happily.

Introduction to the organisation


Induction1
Induction not guarantee they’ll perform effectively.”

Four aims:

  • to smooth the preliminary stages;

  • to establish quickly a favourable attitude to the company;

  • to obtain effective output from the new employees in the shortest possible time;

  • to reduce the likelihood of the employee leaving quickly.

Introduction to the organisation


Why is induction important
Why is induction important? not guarantee they’ll perform effectively.”

1. Reducing the cost and inconvenience of early leavers

“…employees are far more likely to resign during their first months after joining the organization.” (Fowler)

Example

Basic data:

  • Number of employees in the payroll : 100

  • Number of leavers during the year: 15

  • Average salary: € 12,500

  • Cost of recruitment, induction, etc : 50% of annual salary

    Task:

  • Calculate the percentage of the total costs for the leavers to the total payroll

Introduction to the organisation


Basic data: not guarantee they’ll perform effectively.”

  • Number of employees in the payroll : 100

  • Number of leavers during the year: 15

  • Average salary: € 12,500

  • Cost of recruitment, induction, etc : 50% of annual salary

    Task:

  • Calculate the percentage of the total costs for the leavers to the total payroll

    Solution:

  • Cost of recruitment, induction, etc : 12,500 / 2= € 6250

  • Cost for 15 leavers : 6250 * 15 = € 93,750

  • Total payroll : 100 * 12,500 = € 1,250,000

  • The percentage of the total costs for the leavers to the total payroll:

  • 93,750 *100% = 7.5%

  • 1,250,000

Introduction to the organisation


Why is induction important1
Why is induction important? not guarantee they’ll perform effectively.”

2.Increasing commitment

A committed employee is one who wants to stay with the organization and prepared to work hard on behalf of it.

  • Clarifying the psychological contact

    The psychological contact consists of unwritten beliefs and assumptions about how employees are expected to behave and what responses they can expect from their employer.

Introduction to the organisation


Why is induction important2
Why is induction important? not guarantee they’ll perform effectively.”

4. Accelerating progress up the learning curve

“New employees will take time to reach the required level of performance. The length of learning curve and rates of learning vary, but it is important to provide for it to take place in a planned and systematic manner from the first day to maximize individual contributions as quickly as possible.” (M. Armstrong)

5. Socialization

  • The social aspects of work – relationships with colleagues – are very important for many people.

Introduction to the organisation


Induction arrangements
Induction arrangements not guarantee they’ll perform effectively.”

  • reception

  • documentation

  • initial briefing

  • introduction to the workplace

  • formal induction courses

  • formal and informal training activities

Introduction to the organisation


Documentation
Documentation not guarantee they’ll perform effectively.”

The employee handbook

  • brief description of the company

  • basic conditions of employment

  • pay-scales

  • sickness

  • leave of absence

  • company rules

  • disciplinary procedure

  • capability procedures

  • grievance procedure

  • promotion procedure

  • education and training facilities

  • health and safety arrangements ………….

Introduction to the organisation


The buddy system
The Buddy System not guarantee they’ll perform effectively.”

The buddy system is a procedure

in which two people, the buddies,

operate together as a single unit

so that they are able to monitor

and help each other.

( Wikipedia)

Alternative terms include "sponsor" or "peer advisor."  

A buddy is someone who can answer the new employee's

questions about the work environment and the workplace

culture in a positive and encouraging way. 

Introduction to the organisation


Preferred qualities of a buddy
Preferred Qualities of a Buddy not guarantee they’ll perform effectively.”

  • Has volunteered to be a buddy and will be available to the employee

  • Can be given the time to be accessible to the employee

  • Holds a job similar to that of the new employee (i.e. peer)

  • Possesses a full understanding of the work environment (minimum length of service of six months or a year)

  • Has a good performance record

  • Enjoys working for the agency/department/work unit

  • Is proud of the organization and enjoys his/her job

  • Is well regarded by peers

  • Has good communication and interpersonal skills

  • Has patience and is empathetic

  • Is trustworthy

  • Exhibits a positive attitude

  • Possesses a strong sense of confidentiality

Introduction to the organisation


The role of a buddy
The not guarantee they’ll perform effectively.”Role of a Buddy

  • Providing as much clear and concise information as possible to help the new employees feel comfortable in their work environment 

  • Being a resource on work rules, workplace culture and norms, and unwritten policies and procedures.

  • Helping socialize the new employees with peers, joining them for lunch, etc.

  • Identifying resources in the workplace

  • Providing a tour of the workplace if the supervisor has not already done so

  • Being available to answer questions

  • Reporting any serious issues/concerns to HR or manager/supervisor

  • Referring to appropriate resource

  • Instilling a sense of belonging

Introduction to the organisation


Tips for buddies
Tips for Buddies not guarantee they’ll perform effectively.”

  • You don't need to be an “expert.” Your personal work experience is important to new employees.

  • It takes time to develop a relationship. Don't try to cover everything right away. Growth occurs over time.

  • Don't try to force a relationship.  Follow the lead of the new employee if he is receptive to being mentored by you.

  • Accept that a new employee has his own perspective and work style that may be different than yours.  Don't try to turn a new employee into your clone or best friend.  

  • Try to be an active listener.

  • Keep a good attitude and stay in a teaching spirit.

Introduction to the organisation


Commonwealth of massachusetts human resources division
Commonwealth of Massachusetts not guarantee they’ll perform effectively.”Human Resources Division

Suggested Onboarding Checklist for New Employees

Pre-Arrival

  • Schedule HR/Payroll meeting

  • Send offer/welcome letter

  • Assemble agency orientation packet

  • Prepare employee work area

  • Arrange telephone and computer access 

  • Select employee 'buddy”

  • Make “welcome call” to new employee

  • Plan employee's initial work assignment

Introduction to the organisation


Suggested onboarding checklist for new employees
Suggested Onboarding Checklist for New Employees not guarantee they’ll perform effectively.”

  • Day 1

  • Send email announcement to unit/dept.

  • Provide orientation schedule to new hire

  • Provide bldg./agency tour

  • Key personnel introductions

  • Introduction to “buddy”

  • Review time/attendance requirements incl. lunch, breaks & absence call-in

  • Review evacuation plan

  • Provide office supplies if necessary

  • Explain transportation/parking options

  • Explain telephone/voicemail/email systems and policies

  • Explain mail/fax/copier procedures

Introduction to the organisation


Suggested onboarding checklist for new employees1
Suggested Onboarding Checklist for New Employees not guarantee they’ll perform effectively.”

  • Week 1

  • I-9 paperwork completed by 3rd day

  • Ensure direct dep./tax w/h forms returned

  • Add new hire to email system, email distribution lists & telephone directories

  • Schedule weekly buddy meetings

  • Explain pay schedule/timesheet policies

  • Arrange security ID and parking (if any)

  • Explain after-hours bldg. access

  • Explain agency's emergency policy regarding essential/non-essential staff

  • Define first job assignment and performance expectations

  • Schedule req. training i.e. PC/telephone

Introduction to the organisation


Suggested onboarding checklist for new employees2
Suggested Onboarding Checklist for New Employees not guarantee they’ll perform effectively.”

Week 2

  • Ensure all outstanding GIC forms returned to HR within 10 days of hire

  • Ensure all other outstanding HR forms completed and returned to HR

  • Take new employee to lunch

  • Continue regular meetings with supervisor and buddy

    Week 3

  • Solicit feedback from new employee re:  orientation process and job expectations

  • Continue regular meetings with supervisor and buddy

    Week 4

  • Hold planning stage for EPRS/ACES & establish performance goals

  • Continue regular meetings with supervisor and buddy

Introduction to the organisation


Suggested onboarding checklist for new employees3
Suggested Onboarding Checklist for New Employees not guarantee they’ll perform effectively.”

Months 1 and 2

  • Continue regular meetings with supervisor and buddy

    Month 3

  • Schedule Employee Call Back Meeting to provide opportunity for new employee to ask questions, raise concerns, etc.

Introduction to the organisation


Summary
Summary not guarantee they’ll perform effectively.”

  • Without basic information on organization rules and policies, new employee may make time-consuming and even dangerous errors.

  • Recruitment costs, induction costs, costs of extra supervision and error correction may be considerable.

Introduction to the organisation


Summary cont
Summary (cont.) not guarantee they’ll perform effectively.”

  • The first step in achieving commitment is to present the organization as one that is worth working for.

  • The general fears of a new employee may be reduced by ensuring the first contacts in a new organization are friendly and helpful.

Introduction to the organisation


Summary cont1
Summary (cont.) not guarantee they’ll perform effectively.”

  • The use of a buddy can supplement the team of managers, supervisors, and colleagues who work towards a common goal: ensuring that newemployees feel welcome and have the resources to find any answers they need. 

Introduction to the organisation


Case study
Case study not guarantee they’ll perform effectively.”

Read the case

“The Buddy System”

http://www.winningworkplaces.org/library/success/the_buddy_system.php

Task.

Evaluate the firm’s corporate buddy system from the position of

  • a new employee

  • a direct supervisor

  • an outside buddy

Introduction to the organisation


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