Induction practices can never be redundant. The mode in which the induction programs were conducted earlier may need some revision but induction programs are inevitable for any organisation that wants to acclimatize its new recruits to the organizational culture. Technology is a great enabler that can contribute to the success of the induction program.
Mobile phones and E-mails can be used intelligently in planning the induction program so that senior management teams can devote quality time to the new recruits and contribute to organizational development. Do we expect that functions like HR, Finance and Marketing will become obsolete in the future? These are ever-green disciplines that underpin the structure and functioning of a business organisation.
Each of these disciplines is inter-dependent. This is what an induction program is supposed to convey to an employee who joins an organisation with lots of hope and aspirations. The induction programs give a bird’s eye view of the overall picture – the firm’s structure, strategy, brand equity, human capital and so on. An enthusiastic new comer will lose no time in connecting the dots to understand the role that he has on hand.
The success of an induction program is largely a ofresult team work and commitment from senior employees across the organisation – otherwise the induction program will continue to remain a ceremonial exercise. Among other practices, a good induction practice should also elicit information from the new recruits to solicit their opinion too. This will prove to be more inclusive and can give an unbiased view of the organisation from the perspective of a newcomer. This feedback can be used to further improve the induction practices and derive greater value from them.
The first impression is the lasting impression. A well-planned and well-executed induction schedule will go a long way in assuaging the new recruit about his decision to join the organisation. It will also make the employee comfortable as he interacts with other senior members in the organisation. Many organizations are now looking at mentoring their top performers for future leadership roles. The induction program can prove to be a good starting point.
Editorial NOTE: This article is categorized under
Opinion Section. The views expressed in this article are solely
those of the author and do not necessarily represent the views of
merinews.com. In case you have a opposing view, please click
here to share the same in the comments section.