When a new entrant joins an organization, he/she is an utter stranger to the co-workers, work place and work environment. As such, he/she may feel insecure, shy and nervous. The first few days may be all anxious and disturbing once for the new entrant. Comes from rural area, he/she find himself/herself completely at sea in an industrial town and city. Then, induction helps reduce such anxities and dispels doubts and nervousness from the mind of the new entrant. He may have anxiety caused by not following the usual practices prevalent in the organisation, or the haphazard procedures, and lack of information.
He may have anxiety caused by not following the usual practices prevalent in the organization, or the haphazard procedures, and lack of information.
These may develop discouragement, disillusionment or defensive behavior. Induction leads to reduction of such anxieties; dispels the irrational fears of present employees and hold colleagues responsible for assisting the new-comer so that he way feel confident.
There is another reason for effective induction. It help minimize what might be called the reality shock some new employees undergo. This reality shock is caused by the incompatibility between what the employees expect in their new jobs and the realities they are confronted with. The comer may expect:
1. Opportunities for advancement.
2. Social status and prestige – the feeling of doing something important and the recognition of this by others.
3. Responsibility
4. Opportunities to use special aptitude and educational background.
5. Challenge and adventure
6. Opportunities to be
creative and original, and
7. Lucrative salary.
But when these expectation are often fulfilled and, therefore, result in frustrating experiences for new employees, experiences of which include jobs with low initial challenge, inadequate feed back and inadequate performance appraisals.
This result is “reality shock.” orientation can help overcome this problem by providing for more realistic expectations on the part of new employees and more understanding on the part of the supervisors.
Finally, the purpose of induction is to introduce the new employee and the organization to each other, to help them become acquainted, and to help them accommodate each other.
The new comer is explained what is expected to him and for this, he is explained the rules, regulations, policies and procedures that directly affect him. He is made aware of how his job fits into the overall operation of the organization, his own duties and responsibilities, and to whom be should look for when he has any problem.
To make a new employee more rapidly productive When a new employee joins an organization, he/she is unfamiliar with the way in which the work must be done, how the organization functions and how to act to fit into the organization effectively.
Induction is designed to achieve following objectives:
• To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment.
• To give new comer necessary information such as location of a cafe, rest period etc.
• To build new employee confidence in the organization.
• It helps in reducing labor turnover and absenteeism.
• It reduces confusion and develops healthy relations in the organization.
• To ensure that the new comer do not form false impression and negative attitude towards the organization.
• To develop among the new comer a sense of belonging and loyalty to the organization.