LR - Impact Of Effective Induction On Employee Performance And Satisfaction

LR – Impact Of Effective Induction On Employee Performance And Satisfaction

Literature Review Research – Impact Of Effective Induction On Employee Performance And Satisfaction

Introduction

Induction is the process in which the different procedures and policies that are followed in the organisation are introduced to the new employee. The roles and responsibilities of a new employee are made understood in the employee induction. In this assessment, the role of human resource in the employee induction is analysed. After that steps that are involved in employee induction is determined. The necessity for the employee induction is also described in this assessment. Further, the different importance of employee induction in an organisation is examined. The performance of the employee can be made better with the help of employee induction which is evaluated in this assessment. The employee induction and satisfaction of the particular employee are investigated in this assessment.

Literature Review

Human resource and employee induction 

As per El-Shamy (2016), the Human resource of an organisation plays an important role in the employee induction. Employee induction is the process by which the new employees are welcomed. The different type of roles and responsibilities are made understood to the new employees of the organisation. It is very hard for the new employee to adapt to the environment of the organisation. This situation can be stressful for an employee and thus induction is very necessary. Therefore, a local event is very necessary which is called an employee induction. On the other hand, as prescribed by Rowland, et. al., (2017), in employee induction Human Resource helps new employee to meet the different existing employees in the organisation. The terms and conditions of the employment are made understood by the human resource to the new employees of the organisation. The new employee used to found various ways to work in the new workplace with the help of employee induction.

In the words of Salau, et. al., (2014), the new employee is able to know the expectation of the employer from the new employee in the induction. The reason being the new employee gets fit into the new workplace is made understood. There can be different types of expectations that can be there from the employer to the new employee which is made known by the human resource to the new employee. The points on which the performance of the new employee will be evaluated are also going to be known by the new employee of the organisation through the employee induction (Salau, et. al., 2014). Distinctly according to Nisar & Yeung (2015), the different type of support is provided by the employer and the existing employees of the organisation to the new employee who all becomes a part of employee induction in assisting the new employee. The support can be offering innovative learning experience at a workplace, making 90-day goal chart for new skills development of the new employee, etc.. The training needs of the new employees are identified effectively by the human resource. The training is provided by the human resources to the new employee so that particular employee can effectively undertake the different roles and responsibilities easily.

As prescribed by Rowland, et. al., (2017), a human resource used to provide a checklist to the fresh employee in the different organisation regarding employee induction. This checklist is provided to the Employees whether the whole induction steps are covered for the particular employee or not. Unlikely as per Nisar & Yeung (2015), the online induction programs are more beneficial that are used by the human resources in the present times in the different organisations. The essential information of the organisation, benefits, entitlements, opportunity and support services are provided by the employer are introduced for online induction. The online employee induction is quite beneficial to the new employees as it can be watched again and again which helps the fresh employee to get motivated (Chidambaram, 2013). The new employee will able to learn all the aspects of an organisation with the help of this online induction program. 

As per the Saha & Pandita, (2017), with the help of the induction program, the new employee encouraged to work effectively for the organisation. This can be started from the very next day on which the induction is accomplished. This is because of the different opportunities that are made understood by the employee. After the induction, the fresh employee works hard to optimise the different opportunities that are present in an organisation. The health and safety measures that are provided by the different organisation are also introduced in the employee induction to the new employee. As prescribed by Burt (2016), there can be a burden that can be felt by the new employee from the starting days because of the employee induction. From the very first day if the employee is made understood out these responsibilities then there can be the situation in which the employee can feel more responsibilities in the new organisation as compared to the previous organisation. This situation can make the employee in stress

Steps of employee induction 

According to Chidambaram (2013), Employee induction generally consists of three primary steps. In the first step, the general orientation of the staff is being accomplished. The brief overview of the organisation is provided in this step. The history of the particular organisation is provided in this step. The different operations that are being accomplished in the particular organisation are made understood to the new employee in this step. The main reason behind this step is to create an interest in the new employee by an employer.

In the words of Fenton-Smith & Torpey, (2013), specific orientation by the job supervisor is the next step which is followed by an organisation. This type of employee induction includes showing of different departments to the new employee. The method by which the different department works for the organisation is being understood by the new employee. The different manufacturing facilities and the operational facilities that are present in the organisation are made aware of the new employee. The practice and the customers that are followed in an organisation are introduced to the new employee in this step. This is the step which is followed for the new employee so that a new employee will adjust according to the working environment of the organisation.

As per the Burt (2016), follow up orientation is the third step which is there in the employee induction that is being followed by the different organisation. In the different organisation, this step is followed within the six days of joining of a new employee. Sometimes it takes up to six months. This step is conducted by the department personnel of the organisation. It is analysed that the fresh employees are reasonably satisfied with the new organisation or not. This step includes personal talks between the specialist of the department and the new employee in the organisation. The specialist of the particular department in which the new employee is working follows this step. According to Emery, et. al., (2014), there can be feedback from the side of the employees in which a new employee is poorly satisfied while working in the specific department. This distinct situation can take place. This can be because of fault in training or poor designed training that is provided to the employee. 

The follow-up is very necessary as it provides the information that the particular employee is able to adjust in the working environment of any organisation. This step also provides an opportunity to know the different problems and needs of the new employee in an organisation. The preventive measures are taken in the direction of follow-up by the department specialist for the fresh employee so that he/she can work effectively.

The necessity of employee induction

According to Saha & Pandita (2017), employee induction is the best way to pass the important information to the new employees of the organisation. This is the method by which the breakdown of the information can be possible and the relevant information can be provided to the new employee according to the department to which he/she belongs. The employment contract and procedure are made understood to the employee of the organisation at the time of employee induction. As per Arulrajah, et. al., (2015), important information can be forgotten by the new employee if all the information is provided in the induction and no duration is given to the employee for remembering and understanding such information. 

In the words of Marchington, et. al., (2016), new employee and old employee will become a good coordinator and followers that help effective working in the organisation because of induction. This will enhance the social environment of the new employee in an organisation. This will lead to reducing interpersonal grudges among the employees of the organisation. There will be effective interpersonal communication because of employee induction in an organisation. The new employee is able to integrate effectively into the organisation with the help of employee induction (Emery, et. al., 2014). This is the balance that is to be created for the new employees of the organisation with the existing employees of the organisation. In this way, it can be said that employee induction is very necessary for an organisation.

Importance of employee induction in an organisation

There is the great importance of employee induction in an organisation. This can be understood well with the help of different following points: –

Workplace culture

The new employee is unknown to the workplace culture of an organisation. It is just the hiring procedure for the new employee. Therefore it is very necessary for the new employee to know about the culture that is being followed in the organisation. This provides a method to adapt according to the culture of the organisation to the employee. This also provides an opportunity for the employee to know the behaviour and value that can be helpful to run the values of an organisation (Leigh, et. al., 2013). The assimilation of the new employee in the workplace culture is easily possible with the help of employee induction.

Productivity

In the words of Kellner, et. al., (2014), the need and wants of the employee is analysed by the human resource in an organisation. According to the training needs, the training is provided to the new employee. The new employee learns the right way in which that particular employee has to work for the organisation. This enhances the productivity of the organisation. The exact roadmap is provided to the new employees of the organisation to which they have to walk for the organisation. Instead of providing shortcuts to the new employee, it is quite better.

Retention

The Adjustment according to the new roles of the employee is being done by the employee of the organisation. The smoother transition is done by the new employee of the organisation. It is very necessary to do for the new employees of the organisation so that the effect can be possible. This ultimately helps in creating stability among the employees in the organisation which results in retention of the employee (Leigh, et. al., 2013). The recruitment cost of recruiting the new employees is saved because of the stability of the new employee in the organisation.

Compliance

As per Arulrajah, et. al., (2015), it is very necessary to make understanding the new employees about the policies and procedures that are followed by an organisation for the employees. The laws that are followed by the organisation are also introduced to the new employees of the organisation along with it. The policy on the safety is also introduced in the employee induction. The entire different critical situations that can be accomplished in the organisation, policies regarding these are also introduced to the new employee. This is quite beneficial as no such incident should happen in an organisation that affects the image of an organisation.

Save time and money

The employee induction program is the well-developed program by the different organisation. The important information can be provided to the Employees that help them to work effectively. The time and money of the organisation are saved in the long-term basis (Feagan, et. al., 2013). The information can be added for the employees of the organisation whenever necessary which is also the step in cost saving for an organisation.

The reputation of a company

As per the Feagan, et. al., (2013), the professional impression of the business can be analysed with the help of employee induction. The reputation of a company among the new employees is created perfectly because of employee induction. The overall image of the organisation in the whole market becomes good because of effective employee induction. This is because people will think that the particular organisation does not hide anything from the new employees as well as the existing employees.

Employee induction and employee performance

According to Atarashi, et. al., (2013), it is the organisational culture that plays an important role in the performance of the new employee. If the new employee is provided with the effective information about the organisational culture then the particular employee works effectively for the organisation. In this scenario, the performance of the new employee will be improved in the future tenure. As per Lai et. al., (2017), sometimes less self-motivation in the new employee results in non-effective performance that affects the overall performance and goals of the organisation. 

The new employee is able to understand the organisational chart of the organisation. This organisational chart is helpful to the new employee in understanding the opportunities that are possible for all. The fresh employee will work hard to optimise such type of opportunities. In this way, the performance of the employee will become good with the help of employee induction and uplift the business organization. 

Better ambience can be provided to the new employees so that the new employees will feel good about the organisation. The new employees in the organisation should feel welcome. For this Helium balloons can be tired on the table of a new employee (Feagan, et. al., 2013). This will also enhance the good working environment in the organisation. In the good working environment, the new employees will work effectively and the performance of the new employees will be improved day by day. 

As prescribed by Mogorosi (2014), involvements of the different people that are specialist in the particular segment are present in the employee induction. This is beneficial for the new employees to get to know about the different segments and their working within the organisation. This also provides the method and ways of working in the new organisation. This will ultimately bring a good performance from the new employee.

Social interaction with the new employee and team will be beneficial for the business organization which creates involvement in each other. This enables the new employee to understand the existing employees or vice Versa. This will ultimately bring coordination among the employees of the organisation. The coordination is very important for the organisation working perspective. Therefore the performance will be improved for the new employee in the organisation.

The expectation of the employer is made understood in the employee induction very clearly. If the new employee understands the expectations of the employer then the particular employee will work better in meeting out the different perspective of the employer (Boyd & Sheen, 2014). In meting out the different expectations of the employer, the new employee performs well for the organisation and the employer.

The follow-up step of the employee induction is the good step that can be implemented for the employee of the organisation by the employer of the organisation. This type is followed to analyse the needs and demand of the new employee from the organisation. From this step, it can also be analysed that the fresh employee is suitable for the organisation or not. This step also analyses the adaptability in the new employee is accomplished regarding the organisation or not. In this way, the follow-up step proves to be a good step that can be used to enhance the performance of the new employee in the organisation (Boyd & Sheen, 2014). All the needs and demands of the new employee in the perspective of the organisation are fulfilled with the help of a follow-up step. This is beneficial for the employee to make an improvement in the overall performance of the new employee.

The feedback on the induction can be collected from the new employee of the organisation. The further improvements can be done on the basis of feedbacks. This will develop the induction program for the organisation (Milligan, et. al., 2013). This will be beneficial for the new employees of the organisation. In this way, effective induction will be helpful in the effective performance of a new employee.

Employee induction and satisfaction

According to Lai, et. al., (2017), the effective training that is provided at the time of employee induction enables the employee to get skills that are necessary to perform the important task of organisation. Assigned responsibilities and Operations to the new employee can be performed easily with the help of such skills by the new employee. In this way, satisfaction among the employees can be created because of effective training and induction. Providing exact information for the new employee of the organisation creates trust among the employee of the organisation. This results in satisfaction among the employee of the organisation at various levels. Unlikely As per Boyd & Sheen (2014), the forced introduction can create a stress in the minds of the new employee in the organisation that can impact negatively on the retention of the employee of the organisation. The forced introduction can be something like introducing a new sales manager to the existing account manager in the organisation. This can be because of the unavailability of sales head at the time of induction due to work burden. In this situation, an account manager will not receive ‘yes’vote from the new sales manager

As per Atarashi et. al., (2013), the social interaction between the new employee and the existing employee of the organisation create a good communication between the employees of the organisation. This helps in the creation of satisfaction and coordination among the employees. This also enhances the interpersonal relationship between the employees of the organisation. The different expectations of the employer from the new employee are also introduced. This can be helpful in making the good performance of the new employee (Atarashi, et. al., 2013)

The effective performance because of employee induction helps in creating a competitive advantage. The competitive advantage signifies the quality organisational performance. This will lead to satisfaction among the employees that will result from coordination among the employee of the organisation (Dragomiroiu, et. al., 2014).

Conclusion

It can be concluded from the assignment that employee induction plays an important role in the organisational context. Induction helps the new employees in getting the brief image of the organisation. The organisation values and the principles can be introduced adequately to the new employees of the organisation. Employee induction plays an important role in the organisational context as it provides a competitive advantage to the organisation. The new employee can also perform well because of the employee induction in the organisation. It can also be concluded that employee induction plays an important role in creating satisfaction among the new employee of the organisation. If all the three stages of the employee induction are followed in an effective manner then there will be a good performance for the new employees of the organisation. In this way, it can be said that the employee induction is an important part that has to be performed by the human resource of an organisation.

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