Discuss about the Learning Event of an Employee Induction and Its Analysis.
Emplyee induction is an essential part of human resource development and a legal obligation. A large number of global organisations are adopting to have employee induction online as it’s cost effective and easy to connect, communicate and fulfil training requriments. Employee induction is a process of receiving and welcoming new employees into the company (Armstrong, 2006, p. 471).
In short, induction refers to the brief introduction of new employees to all departments, their activities, location, policies, and company’s rules and regulations.
The purpose of online induction is to empower new employees with knowledge of company (Mylan) values within flexible timeframe. Mylan global pharmaceuticals conducts an induction of new comers through e-learing. Employees now can benefit with a range of essential training such as Occupational Health and safety, office orientation, emergency evacuation process and employee development sessions. Company information such as organisations values, mission, vision as well as do’s and don’t’s are also part of employees induction.
The learning outcome has been positive as employees can follow the company rules and regulations as well as respond to emergencies through given information in induction on their own appointed time. The induction is a well-structured training accessed through e-learning system. The presenter invites a group of 10-15 employees in a meeting room. Through computer screen sharing, PowerPoint slides, email information, including system login details the training is conducted successfully. The induction also includes a short clip of company profile, following by answering yes/No questions. At the end of training employees sign a completion induction form which is then kept for reference. Follow up induction is not required however if employees interested a refresher session is organized in due course.
The employee induction key components are listed below,
Although the staff induction is designed for new comers however existing employees are encouraged to participate as attending OH&S and evacuation training will require to refresh. In addition the senior leadership team in Mylan pharmacy are passionate about the employee’s induction as it contribute in employee’s safety and ability to adopt in company culture. I believe the strategic significance of employee induction is to understand organization structure which increase the chances of retaining staff as well as maximize productivity. On every training session employees are provided feedback on how their understanding are and encouraged to provide feedback regarding the induction.
Online induction is particularly beneficial for learners who are not so self-sufficient.
Employee induction is a formal introduction to staff but most importantly empowers new starters to know their role better and understand what is required of them. There are two types of inductions professional and social. The professional induction focus with adaptability of new comer’s to job demands. However the social concerns relationship with co-workers and acceptance formally may not be ideal through an online training session.
I work as a Human Resource manager in a pharmaceutical company. Under the health and safety guidelines, I introduced the new employee induction which include responding to emergency the evacuation, providing first aid, reporting hazards and office tour for introduction. The safety learning event resulted in a number of improvement as new starters are now aware of their safety obligation as well as understand the evacuation process.
According to Jeff (2016) attending employee induction session is essential part of employees understanding the organisation. The employee induction is all about introducing staff to co-workers and understanding the office work environment which can be possible through face to face interaction, as such online induction may not be as effective. I think about this as a dangerous appearance of totalising talks that have ruled different orders like neglecting to put setting, newcomers’ related involvements and work markets in the focal point of the examination when the e- induction takes place. Drawing nearer stimulation in an arranged and installed way empowers the employee also to know more about the of hierarchical prompting and the employer can also get to know more about the employees’ interests, characters, learning and experience.
Moreover with a deeper analysis with my experiences- I was once invited to online compliance training in which the system got freeze and I could not proceed. Since there is no two way communication it makes it even harder to tackle the issue.
The company operating procedure can be emailed to trainees however the orientation, office tour, meeting co-workers and basic needs such as where is the canteen, where are the restrooms, can be challenging through online induction as newly recruited staff also need to understand organisation expectations. In addition if online induction is set to explain everything online this can confuse staff and possibility result staff leaving the company. Online induction may not be able to facilitate desk to desk introduction. According to Martin (2016) office introduction is the foundation of productivity and hence cannot be ignored.
The office inductions which are taken by different sets of people and HR managers can actually help the employee to get into the line of where the organization is going forward. As mentioned above even, an employee induction is somewhat the first interaction of the employee with the company after he/she got hired- And if in this process only there is no one to guide him/her- it leaves not a good workplace culture.
Occupational health and safety is more than knowing hazards and risk around in the office. The online indcution may only cover the basic process of OH&S such as processing hazards or risk assessment form, however fire evacuation will requrie step by step walk through the office. Incase of emergency in the buidling, fire alarm and bomb threat which requrie urgent building evacuation. Staff needs to know where are the meeting points/assembly area, fire doors that online induction can not facilitate. Here- this being such an important discussion, how it can be taught online, if there was no tour of the whole office and to get familarized with the exits in case of emergencies.
As indicated by Snell, (2006) an actuation project ought to contain a component identifying with the association’s data innovation. This will commonly include the designation of PC equipment and programming alongside essential rules for worthy utilization of these assets (Hacker, 2004; Pudhan, 2002; Snell, 2006).
It is recommended that administrators meet with new representatives at key turning points from the get-go in their authoritative vocations with a specific end goal to follow up and evaluate the advancement of joining (D’Aurizio, 2007; Hamilton, 2007). These turning points might be time-bound (e.g. following one month, following three months, and so forth.) or they could be identified with early execution (e.g. after the main deliverable is finished, and after the principal customer contact, and so forth.). These gatherings ought to be casual, off site, in a social setting, as this empowers organizing and productive input in a non-debilitating environment (D’Aurizio, 2007).
Before the new representatives begins working in the association, he/she ought to have the contact subtle elements of their immediate administrator and colleagues and all significant printed material for fulfillment could be supplied (D’Aurizio, 2007). These points of interest, in addition to data about strategies, systems and organization morals could be displayed to the new individual on a conservative circle. Colleagues furthermore, chiefs could be cautioned to the employees’starting date keeping in mind the end goal to welcome them.
This all needs to be done only by the HR managers and while induction only- these things needs to be provided to him/ her else later- it will indulge everyone to give information- wasting a lot of time.
But all of this will never happen if the managers doesn’t meet them and didn’t give the induction face to face. Employees are the main assests and they need to valued first. Human intervention will always ne needed in processes like these.
In the end of online induction, I believe it is out of reach to determine learners setting on the other side of training are compliant and understood safety rules and regulations whereas the utmost benefits can be achieved through face to face attending training program. And as said utmost benefits can reached face to face- there should be a proper planning of inductions which includes everything about the organization. The experience mention of employee induction through e-learning is quite a development in field of HR but to make sure there is a sense of belongings in the employee, the organization needs to put in a lot of efforts like that of face to face induction.
References
Snell, A. (2006). Researching onboarding best practice. Strategic HR Review, 5, 32–35. https://dx.doi.org/10.1108/14754390680000925
Hacker, C.A. (2004). New employee orientation: Make it pay dividends for years to come. Journal of Information Systems Management, 89–92
Pudhan, S. (2002). Secure networks begin at staff induction day. Computer Weekly
D’Aurizio, P. (2007). Onboarding: Delivering on the promise. Journal of Nursing Economics, 25, 228–229.
Hamilton, H. (2007). Onboarding secures talent for the long run. Journal of Workforce Management, 86, 1.
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