Human resource management: induction, training and development

Induction training is good it make new employee cope about job.it requires that the imployee riches a prescribe standard.IT make Employees feel well come and to know the goal of an organisation

Induction is important so that the employee familiarises with the company systems and the other collagues before hand. training is also very vital as this will equip the employees to meet their goals.

training needs analysis is important to know, what else you need to improve/enhance = for better performance and to achieve the organizations goal

Our organization does all these for the new employees to become familiar with program, policies and procedures, staff, and the overall organization.

Induction involves orientation and training of the employee in the organizational culture, and showing how he or she is interconnected to (and interdependent on) everyone else in the organization. A good induction programme should cover the following: The company, its history and products, process of production and major operations involved in his job. The significance of the job with all necessary information about it including job training and job hazards. Structure of the organization and the functions of various departments. Employee’s own department and job, and how he fits into the organization. Personnel policy and sources of information. Company policies, practices, objectives and regulations. Terms and conditions of service, amenities and welfare facilities. Rules and regulations governing hours of work and over-time, safety and accident prevention, holidays and vacations, methods of reporting, tardiness and, absenteeism. Grievances procedure and discipline handling. Social benefits and recreation services. Opportunities, promotions, transfer, suggestion schemes and job satisfaction. Purpose and Need An employee has to work with fellow employees and his supervisor. For this he must know them, the way they work and also the policies and practices of the organization so that he may integrate himself with the enterprise. Any neglect in the area of induction and orientation may lead to high labour turnover, confusion, wasted time and expenditure. Whiles Training and Development is a structured program with different methods will be designed by professionals in particular job. It has become most common and continuous task in any organisation for updating skills and knowledge of employees in accordance with changing environment. Optimisation of cost with available resources has become pressing need for every organisation which will be possible only by way of improving efficiency and productivity of employees, possible only by way of providing proper employee training and development conditioned to that it should be provided by professionals. TRAINING AND DEVELOPMENT OBJECTIVES The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal. Individual Objectives – help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization. Organizational Objectives – assist the organization with its primary objective by bringing individual effectiveness. Functional Objectives – maintain the department’s contribution at a level suitable to the organization’s needs. Societal Objectives – ensure that an organization is ethically and socially responsible to the needs and challenges of the society. Without induction,training and development, and organization will get high employee turnover and also loss resources.

I firmly believe that OJT (On the Job Training) is an important factor in motivating the employees and to push them forward to achieve the organizations goals.

what are you need to enhance for better perform and achieve the organizations aim.

Outsourced training & development at times is the best method for training & developing workers in an organisation. Seeing new faces and people who are outsiders will be refreshing to the trainees and wipe away the feeling of monotony in them. Small & Medium sized companies rarely go for it because it is expensive. But it the end results are more beneficial than in-house training. Anyhow, be it in-house of outsourcing, training usually carries some costs (direct or indirect costs). Companies can make a policy of outsourcing training to it employees at least once a year. This will make employees feel at home as they know the company has them at heart and hence improve performance. In-house training should be frequent, short and cost effective. In Cameroon, Total (French petroleum company) does that frequently and that makes them have a leadership position in fuel retail and other petroleum products industry.

It can be summarized by Training=Present needs oriented Development=Future needs oriented

For new employees to integrate effectively into an organization, it necessary for the HR department to give them sound orientation and training. These will assist in employee motivation, Job satisfaction, retention and swiftly allowing employees to be contributors in any team work. I think for new employees, in house induction and training will be more suitable.