Introduction

Orientation and induction programs may have a variety of objectives but in general the following applies;

• It marks the beginning of the socialisation process so the new employee develops a positive attitude to the organisation, its operation & its people.
• It provides an early experience that enhances motivation and promotes success by solidifying employee attitudes towards their job
• Reduces anxiety experienced by recruits by helping them to meet their needs for security, acceptance and competence
• Builds working relationships based on trust and confidence
• Identifies performance expectations and standards that must be achieved
• To convey important information about the job and the organisation
• Ensures accurate information is received
• Decreases staff turnover

Induction programs will be different for each level, position and type of organisation, but they have two things in common. They should all be designed to make the new employee feel as comfortable as possible and maximise productivity as soon as possible.

While there is no direct formal legal requirement for organisations to have an induction program, such a policy will certainly better position an employer to meet their responsibility for the health, welfare and safety needs of their employees. This extends to workplace practices, performance expectations and standards, and to providing a workplace free from sexual harassment and discriminatory actions.

Now let’s have a closer look at the induction process and the people who have the potential to make it a vital part of the organisation’s operations.