Indian Journal of Science and Technology
Year: 2015, Volume: 8, Issue: Supplementary 6, Pages: 1-10
Lt. Col Milind Gogate and Suruchi Pandey*
Symbiosis Institute of Management Studies, Pune, India; [email protected]
For any company the employee engagement begins from the day an employee joins the company. Thus a structured Induction Process plays a crucial role in ensuring that the employees are embedded in their respective appointments and assignments properly. It is also known as On-boarding Process or Orientation Process etc. Whichever term one may use, this process is very crucial for both the stakeholders. Therefore a structured Induction Process may be rather termed as “Integration Programme”. The quality of this Integration Programme may certainly have a direct bearing on the new employee’s decision to continue with the employment or leave, if the situation permits. The duration of this Integration Programme may vary between three months to six months, depending on the nature of industry and quality of talent. The Integration Programme must adopt a practical approach to understand the performance and aspirations of the new employees. Adequate measures may be initiated to fulfil these aspirations partially/fully. An effective and interactive feedback mechanism must be instituted to provide timely guidance and correction to the new employees. If the above mentioned and other such practices are in place in an organisation, the employees would certainly develop a sense of belonging making their bond with the organisation stronger. This paper presents a study of Induction programme of heavy manufacturing industry unit. The study aims at finding out impact of structured Induction on mutually beneficially deployment and Talent Management. This study presents feedback of employees on the way induction is done in the unit of study and suggests improvement in the Induction process.
Keywords: Deployment, Induction, Retention, Manufacturing Industry
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