Induction and Integration

Induction and integration system involves training to newly employed employee in the organization. It is a process whereby an attempt is made to familiarize and integrate newly employed person with the organization. Points to be noted while auditing the system are:

Existence of a system or a process

• Formal and standardized induction system and policy at all levels.
• Formal integration system for those who come from outside at senior level.
• Induction process aiming into business, function, organization, role and team.
• Well documented system.

Comprehensive coverage of different categories

• Induction at all levels and all categories. Coverage of:
• Freshers from college/University.
• Promotees from within the organizations.
• Transferees and job rotated candidates.
• External appointees.

Comprehensive coverage of content

• Induction and integration dimensions
• Business area.
• Organization structure.
• Vision, mission, values and goals.
• Products/services.
• Customers & markets.
• Procedures & procedures.
• Policies

Appropriate and effective methodologies

• Based on principles of integration, assimilation and psychological contract.
• Use of role analysis, competency maps etc.
• Sensitive to the dilemmas of new entrants.
• Well designed program.
• Informal/social get-togethers etc.

Implemented seriously

• High commitment to induction program by:
• HR department.
• Top management.
• HODs
• Candidate

Results in tangible outcomes and fast integration:

• Helps in fast settle-down and start contribution.
• Linked to development, engagement, retention and satisfaction of employee.

Auditing Methods and Techniques for induction and integration

Interviews

• New entrants (fresher): To ascertain
• Level of clarity at the end of induction.
• Awareness regarding organization, products, markets, values, structure, policies etc.
• New entrants at senior/middle level: (Who joined from other organization)
• Time taken to settle down.
• Issues faced etc.
• HR staff: To know about:
• Induction process and policy.
• Difficulties faced by new entrants.
• Their role in induction.
• Top management/line managers/ HODs:
• To ascertain their level of clarity on induction program.

Records/ Secondary Data:

• Manuals
• Policy statements
• Training material
• Induction kits etc.

Observation:

• Observing actual induction program in process to observe care taken, time spent and seriousness attached.

Questionnaire

• Relevant items from HR audit questionnaire.