inducting and socializing
TRANSCRIPT
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Inducting and Socializing
new employees
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Organisations like individuals have their unique
personality. They have their own culture. This includes
longstanding and often:
- unwritten rules and regulations,- a special language that facilitates communication
among members,
- Shared standards ofrelevance regarding thecritical aspects of the work that is to be done,
- Matter-of-fact prejudices,
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- standards for social etiquette and behavior,
- Established customs for how members should
relate to peers, subordinates, superiors, andoutsiders, and
- Other traditions that clarify to members what
is appropriate and smart behavior within the
organisation and what is not.
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This calls for giving proper orientation to the new
employees on socializing norms to shape theirbehavior and actions in line with the philosophyand culture of the org.
This is basically molding people to internalize the
systems and practices of the org. to feelcomfortable with.
A new employee irrespective of his knowledgeand competencies needs to understand,
appreciate and acclimatize himself with theculture of the org. in order to become effective atwork.
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Induction
The process of welcoming, acclimatization,
acculturation and indoctrination.
It involves in introducing a new employee tothe activities of the org. and to his work unit
to make him more comfortable and effective
in the new environment.
It helps the new entrants to get rid of their
apprehensions, anxiety and unknown feeling
in a new org.
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A good induction prg. will familiarize the org.s
objectives, history, philosophy, proceduresand rules, communicate relevant HR policies
such as working hours, pay procedures,
overtime
requi
rements and f
ringe benefits,
review the specific duties and responsibilities
of the new entrants, provide information on
the organisations physical facilities and
introduce the employee to his or her superiorand co-worker.
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Induction programme is a formal exercise with
a systematic programme drawn for new
entrants which they follow religiously as they
give maximum importance to this activity.
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Content of Induction prg.
Brief history and operations of the company.
Products and services of the company.
The companys or
ganisation str
uctur
e. Location of departments and employee
facilities.
Policies and procedures of the company.
Rules, regulations and daily work routines.
Grievance procedures
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Safety measures
Standing orders and disciplinary procedures
Terms and conditions of service including wages,working hours, overtime, holidays etc.
Suggestion scheme.
Benefits and services for employees
Opportunities for training, promotions, transfers,
etc.
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Induction process
A general induction
A departmental induction
A specific job induction
The duration varies from organisation to
organisation.
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Advantages of Induction
It helps to build up 2-way channel ofcommunication between mgmt and employees.
Proper induction facilitates informal relations and
teamwork among employees. Effective induction helps to integrate the new
employee into the org. and to develop a sense ofbelonging.
Induction is helpful in supplying informationconcerning the org., the job and employeefacilities.
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Proper induction reduces employee
grievances, absenteeism and labour turnover.
A formal induction p
rg. P
roves that the
company is taking a sincere interest in getting
him off to a good start.
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Socialization
Socialization in an organisational context is
basically a process of adaptation to a new
culture, values and believes of the org.
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Types of socialization programme
Formal/ Informal programme
Individual/ collective programme
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Issues in socialization
It is essential to create team spirit among thenewcomers by assigning different team basedassignments.
It gives opportunity to all the participants tointeract with each other and to develop goodinterpersonal relationship among themselves.
Senior executives should be invited to addressthe newcomers to share their experiences.Both in formal and informal ways.
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The views and comments of the new comersshould be addressed with patience and utmost
priority is to be attached to the seriousness to
the whole prg.
It is essential to dram an alignment between
the organisational goal and the individual goal.
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Process of Socialization
Pre-arrival
Encounter
metamorphosis
Productivity Commitment Turnover
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Pre-arrival Stage:
It happens before joining the org., pre-
conceived notion or developed while selection
process.
In case of experienced people, they come with
the cultural mindset of their previous org.
each individual enters with a set of values,
attitudes and expectations of their own.
Matching expectation.
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Encounter Stage
Its upon joining the org.,
Individuals confront with the reality which may
be just the reverse to their expectations about
their job, their co-workers, their boss and the org.
In case of experienced people, its essential to
make them unlearn before they learn new values,
philosophies, and culture. If not done properly, employee may feel
suffocated and incline to quit the job.
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Metamorphosis Stage
The new members must work out anyproblems discovered during the encounterstage.
This may mean going through change.
The metamorphosis is complete when thenew members have become comfortable with
the org. and their job. They have internalized the norms and
practices of new org. and work.
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Outcomes of metamorphosis stage
Increase or decrease of productivity
Commitment
Turnover.