PLANNING RECRUITMENT AND

SELECTION

INDUCTION AND ORIENTATION OF IT SECTOR

Shefali Khanna
20156467
MBA-HR
CONTENTS

Introduction...................................................................... Pg1-Pg5
Induction........................................................................................................Pg2
Orientation.....................................................................................................Pg4
Induction V/S Orientation.............................................................................Pg5
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Interview............................................................................Pg5-Pg8
Report.............................................................................Pg9-Pg15
Introduction......................................................................................................Pg8
Purpose of Induction and Orientation...............................................................Pg8
Phases of Induction...........................................................................................Pg11
An Effective Induction Program.......................................................................Pg12
Best Practices....................................................................................................Pg14
Difference Between Induction in the IT and the Manufacturing Sector...........Pg14
Conclusion.........................................................................................................Pg15
Learning............................................................................................................Pg15
Reference...........................................................................................................Pg15

INTRODUCTION
INDUCTION
Induction is the training that is given to the new joiners by the employer so as to assist the new
employees to adjust to their new job roles and to help them become familiar with their new work
culture and environment. It involves orientation and training of the new joiners in the
organizational culture, and showing them how they are interconnected to everyone in the
organization and letting them know "who is who."

Induction helps the new hires to go through all the phases of the company and helps them to
have an introduction to their co-workers. It gives a glimpse of the organization in a short period
of time.
Induction is very important for any company hence needs to be done in the best possible way in
the best possible manner. As an HR Manager, one should know the organization well and should
know the best way to convey the critical information. There is a lot of planning and arrangements
involved even before the induction process is started. Arrangements like selecting the venue,
booking the room, seating arrangement, preventing external noise, technical arrangements like
projector speaker etc, stationary etc.
Some of the steps that are to be kept in mind by the HR are:
1. If the induction program is going to be for a long period, the same should be communicated to
the new employees well in advance.
2.Giving the employees a communication kit is a good ides which would contain the details of
canteen, Hubs, etc.
3. If you are using an audio visual to share information (it is a great way to hold attention) , the
same should be projected well for everyone to be able to see and grasp the details.
4. One should avoid the theater style seating and instead use cluster style seating instead
5. Collecting feedback through a structured feedback is a good activity. This will help the HR
Manager to make the changes and alter the induction program each time which would make the
induction better.
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ORIENTATION
Orientation is the starting process that provides easy access to basic information, programs and
services, it gives the clarification and allows new employees to take an active role in their
organization.
It makes sure that the new joiners feel welcome and comfortable and it helps retain the pool of
new, capable employees.
Orientation conveys four types of information:

Daily work routine

Profile of the Organization
Job Importance

Purpose of Orientation:
1. To make the new employees feel at home
2. To remove their anxiety
3. To help them know their peers
4. To let them know what their job performance should be like
5. To provide them with the information regarding the job

INDUCTION V/S ORIENTATION

Many people think that induction and orientation mean the same, but this is not the case.
Induction refers to the formal training programs that an employee has to complete before they
start the work.
Whereas orientation is an informal information given to the new joiners which makes them
aware of the comfort issues, where the facilities etc.

INTERVIEW
Miss. Anuradha Mathur
Foe this project I have taken the interview of Miss. Anuradha Mathur who is the Senior Manager
HR at Kelsa Solutions Hyderabad which is a consulting firm. Miss. Anuradha Mathur has over
12 years of experience in the HR department and has worked for many NGO's and corporates.
She was the best person to learn from the topic for induction as she was able to provide me with
the real picture of the topic.
1) Why is induction important for any company?
1) Induction gives a new employee an objective view of your company, organization structure,
culture and work ethics which helps the new employee to integrate better into the system.
2)What are the steps in preparing an induction and orientation program in your company?
2)There are usually 2 types of induction programs that are followed i.e. Formal and Informal.
However, we mostly tend to follow a formal style as it gives more impact. An informal one is
unplanned and is only a introduction for the new employee to his organization. On the contrary
an informal one is well planned with supervisory system where the immediate supervisor briefs
the employee about the job, now buddy system is a growing trend.
3) Is there a difference between induction and orientation?
3)Induction is wherein an employee is inducted into the companies policies, rules, reporting
system, introduction to all employees.
Whereas Orientation is getting oriented to the team, his job profile, key responsibilities areas,
company and team expectations, handling company assets like laptop, data card etc.
4) How does induction differ from industry to industry?
4)Induction in all industries differs in terms of policies, legal compliances, sector in which the
company is operating its methodology , its competitors and its market status.
5)Which induction project for you was the hardest to handle?
5)I was instrumental in preparing and implementation of induction policy for PAN India at
Population Services International (PSI) was a challenge as it was a an international NGO
operating in the of HIV Aids Awareness Program. I was handling South Region with an
employee strength of 650. We had employees from different backgrounds like sales, doctors,
communication etc so keeping them in mind we had to design the policy.
6)Any unique policies that your consultancy follows for induction and orientation?
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6)No nothing unique, we plan a 2 day induction wherein all departments are provided with time
slots to explain what they do like HR department, Finance, Administration , Sales etc and
Sr.Management takes all inductees out for dinner.
7)Usually induction and orientation is regarded as boring. How do you make it interesting for the
new joiners?
7)We start the induction with a video presentation of the company, offsite fun videos, employee
engagement activities pictures like Diwali and Christmas etc. We hand over business cards of
unknown employees to the inductees and ask them to find them during team lunch and introduce
themselves.
Secondly, we take them out for dinner with companies Directors so that they get to know them
better.
8) Does induction and orientation of a company show only the positives of the company?
8)Usually yes but it also highlights the challenges they would be facing and whom to approach
for support.
9)Some preparations that need to be done by the HR before the induction is started.
9)Welcome the new joiners with a smile, giving them a welcome kit and make them feel
comfortable.
10)How do you know that the induction was successful?
10)Post Induction HR again connects with the new joiners after 3 months to check on how are
they setting well into the organization. Based on the results HR gets to know whether induction
was successful or not.
11) Some details that are a must in the induction and orientation process. That cannot be ignored
at all.
11)Welcome kit for new joiners which includes a notepad, pen employee handbook and agenda
should be set and timelines to be maintained and ensure that the new joiners should not be left
alone to wonder what is next.
12)How is preparing an induction policy different for a manufacturing firm and an IT firm?
12)There is not much of a difference between the two sectors. The difference only exists when it
comes to the longevity of the program. In the manufacturing sector the induction program goes
on for a comparatively longer period, and focus is also on specialized training of the new joiners.
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REPORT
INTRODUCTION

The main purpose being to introduce the new joiners to the organization culture, values rules and
regulations and to make them feel welcome. The questions are why does any organization do so
much by spending a lot of time and money? What is the purpose of all this hard work? And is it
worth putting this much time and money?
To answer all these questions we need to understand the importance of the Induction and
Orientation Program apart from the purpose of letting the employees know about the
organization culture etc. Why should we tell them about the organization should be the right
question?

PURPOSE OF INDUCTION AND ORIENTATION

Through an effective induction and orientation program the employees become one. They come
together with the entire organization and they start practicing the philosophy of the organization
only to start contributing to the organization and achieve the goals of the organization together.
Induction is necessary as it helps harmonious minds to produce optimal results.
When you spend a lot of money and time on a process you intend to gain some benefit from it.
So is the case with ever organization. A lot of time goes in as a lot of appointments are to be
taken from the various managers in the organization who would actually give in a lot of their
valuable time to be the part of the induction process. A lot of money is also put in as the new
employees at the initial stage are only consumers. They reach the break even of contribution only
by approximately 6.2 months. Another thing that the organization expects is that the employee
that is hired will be stable to the organization.

My conversation with Miss. Anuradha Mathur also revealed that it is not a good thing for the
organization if the process of Hire and loose is repeated very often. A good induction program
will help in preventing this to a large extent. She acknowledges the fact that any employee is
important for the organization. It is only the matter of showing them and making them feel how
important their work is. She says " Every employee needs to know the purpose of their job".
Hence, their purpose should be connected with the bigger picture of the organization so as to
give the employee a meaning to his work.
A few videos that I saw also very correctly said and were in tune with what Miss. Anuradha
Mathur also said was that one should never follow the sales approach while the recruitment
process. And that the organization should deliver what they have promised during the
recruitment process so as to prevent the process of Hire and Loose frequently.
This means that an effective and successful induction and orientation process would increase the
staff retention rate.
A good program would also help the employees to get motivated and they would be able to
connect their job to the organization which would help them know the importance of their role
which would in turn increase the productivity of the employees.
It would also reinforce the company qualities that the organization conveyed during the
recruitment process.
For the above reasons a good induction and orientation program plays a major role for any
organization. For this reason the program must be conducted by a specialist and policies and plan
should be made well in advance so as to reap the maximum benefit out the program.

PHASES OF INDUCTION
Induction process has two phases which need to be dealt with. The two phases are Primary
Induction Phase and the Secondary Induction Phase:
Primary Induction Phase:

This phase is the basic phase. It starts with a smiling note which helps the employee to
feel comfortable and helps them have a favorable and pleasant environment on their first
day. This phase consists of the following things:
It gives the overall objective of the organization as well as gives the objective of

the concerned department.

It makes the employees aware of their role and their work.
Gives the employees the information regarding their place and location of work.
Makes the employees aware of the Rules and Regulations of the Organization.
The primary phase could also tell the new joiners about the growth opportunities
they have in the organization which in turn help to encourage long term

association.
Details of the financial benefits including the taxation policies could also be

given.
Secondary Induction Phase:
This is second phase of the induction process. This mainly looks after the specific
training that needs to be given to the new joiners which will be related to their skills and
job. This phase takes a long period of time to be completed. It could take even a few
months to complete this kind of training depending on the role of the job.
It would specially take time if the employee is working in the IT industry on a particular
software which is probably customized to the organization as well it may take time in the
manufacturing sector where one has to deal with a lot of machines and equipments.

AN EFFECTIVE INDUCTION PROGRAM

To achieve the objective of the organization it is essential to have a proper plan for the induction
program. From the information I collected from looking at some of the induction videos I came
to know that any employee decides whether he wants to stay in the organization or not within a
period of 1-6 months. This much time is enough to make them realize whether he/she will be

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happy to work for the organization or not. Hence, it is very important that the induction program
is well prepared and is done effectively.

Miss. Anuradha Mathur strongly believes that for an induction program to be successful one
should talk about the company you want to be and distinguish it from the company you are.
If you tell them only the positives which is usually done as Miss. Anuradha Mathur mentioned in
her interview, the employee would have high expectations and will be disappointed once he
enters the organization and discovers the loop holes. If you tell the employees what you want to
become they will help you achieve the goal but if the only the positives are told there is nothing
to work upon.
For the employees to see the best of the organization stick to the timings you have told them.
Proper timings should be planned and should be adhered to as an effective and timely induction
training results in influencing the employee's perception about the organization.
Best possible plan should be made keeping in mind the organizational policies. The trainer must
include all the topics that are required for the new employer and the trainer should help them
connect these topics to their work.
Proper communication to the managers is another essential point that should be kept in mind.
The managers who are supposed to tell the employees about their department should be informed
well in advance. A proper communication should be sent to these managers and the managers
should adhere to the timings given to them.

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Proper induction program agenda and schedule should be sent to all the existing employees who
will be part of the induction program. The distribution of such agenda should be done in
advance so as to avoid any confusion later.
A check list must be prepared so that nothing is missed. A check list for an induction training
program ensures that no important information required for employees orientation is left out.
Some of the check list contents are:
In the beginning it is good to introduce the joiners to their team members. Information
regarding their work areas, work hours and breaks allowed can be given.
A well done introduction about the organization is always a good idea. This helps the new
hires to understand the businesses and to help the hires to know the mission and vision of
the organization.
Job position is another check list content. This will help the hires to know their role and
responsibilities and how they are important to the goals of the organization.
Financial benefits is one of the key reasons for any candidate to join an organization.
Providing the new joiners with complete information regarding their salary and tax
policies is always a good idea.
Safety and security is another key factor that the employees are looking for.
A research says that about 58% of Americans do not receive any kind of feedback from
supervisors for approximately 6 months. This however is a bad practice. During the initial stage
where the new joiners decide with 6 months whether they would continue in the organization a
feedback mechanism is very essential. One should be around them as Miss. Mathur also stated
in her interview. It always better to sit with them in the first week of their joining and make a
schedule of a quarterly feedback which must be adhered to. This will help boost the confidence
of the employee and reduce attrition rate.

BEST PRACTICES
Some of the best practices that are being done these days are:
The HR should ensure that the employees get quality experience and that the induction
plan helps the new joiners to feel comfortable.
One should never overwhelm the employees with too much of information on the first
day itself. Only basic required information should be given on the first day.
As Miss. Mathur stated in her interview a Welcome kit should be given to all the new
joiners which also contains the agenda for the day.
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 These days all the companies try to make their induction program short and at the same
time they try to make it more interesting. Eg: As Miss. Mathur told us that all the new
hires are at times taken for dinner with their Director. This would really make the
employees get a feel of belongingness and the employee will be more committed towards
the work.
It is also very good to evaluate the induction process which will help in knowing the
success level of the program.
Some of the HR Managers also believe in the formula of Induction i.e.
M: Mastery
A:Autonomy
P:Purpose

DIFFERENCE BETWEEN THE INDUCTION OF THE IT SECTOR AND

THE MANUFACTURING SECTOR
The above research talks about the induction in the IT sector. In most of the cases induction
remains the same in all the sectors getting only a minor difference from company to company
according to the policies and rules and regulation of the company.
Although in all the sectors the induction process remains the same, there does exist a minor
difference between the IT sector and the manufacturing sector.
While the purpose of the induction remains the same the difference comes in that the induction
goes on for a little longer time as the employees need to be made aware of the production plant
and all the processes like welding, supply chain etc. To make the induction more interesting
some the companies also conduct family connect programs. In big manufacturing companies like
Maruti Suzuki undergo classroom training which may also be done in the IT sector, they also
make the candidates go through job rotation which would help the new joiners to know the
procedures and functions better .The company also assigns a mentor for every 2 employees for 2
years. Some organization also put the employees through a systematic training process.
Hence, although all the sectors have the same procedure for induction there exists only a minor
difference between the manufacturing and the IT sector.

CONCLUSION
We can very clearly see the benefits of a good induction and orientation process. A good and an
effective induction and orientation program will bring down the attrition rate, motivate the
employees and increase the productivity. On the contrary if the induction is not done well the
employees may leave the organization soon. In this case he/she might even have a negative
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perception about the organization. It is difficult to measure the success of the induction program
as soon as it gets over. However, it may be judged within the 3-6 months whether the employee
is going to stay back or not and whether he will contribute to the organization well whole
heartedly. This makes the induction and orientation process very important to any organization.

LEARNING
Doing this research made me learn a lot about the induction process. The new trends in the
industry . I learnt how important it is for a company to conduct induction and orientation.
objectives. It increases the productivity and reduces the attrition rate of the organization. It also
helps the new hires to feel comfortable in the new culture and helps them get used to it. Hence, a
good on boarding and induction and orientation can really help the company to reach its goals.

REFERENCES
Information from the web:
http://www.hrwale.com/recruitment/induction/

http://www.businessdictionary.com/definition/induction-of-employees.html
http://www.york.ac.uk/admin/hr/resources/policy/induction.htm
http://www.hrcrest.com/hr-solutions/tips-and-tutorials/induction-program-for-new-joiners-inductionprogram-venue-checklist/
http://www.business.vic.gov.au/hiring-and-managing-staff/staff-recruitment/new-staff-induction-programand-probation-period
http://www.businessdictionary.com/definition/induction-training.html

Information gathered through videos:

Learnovators Training
5 Steps for world class induction
Check list for new employees induction program
Best Practices
Special thanks to Miss. Anuradha Mathur for giving her valuable time and enriching me with the
knowledge regarding the topic.

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