Kumar (2000) also concur that the line manager or supervisor are the best suited individuals for induction training however he also states that giving the responsibilities to one of the new employee’s coworker would make the new recruit gain a friend and add in the dissemination of personal as well as group information.
“It involves the introduction of a new member of staff to the culture and environment of the organization, its policies and practices and to other members of staff” says Mullins (2002).
Goyal (2007) agrees with this as he to defines it similarly as “the process of bringing/introducing/familiarizing a new recruit into the organization” and adds that “this program familiarizes the new employee about the culture, accepted practices and performance standards of the organization”.
To assume that after following recruiting and selecting tactics, new employees would automatically fit into the company’s ways of doing things may not be compatible in this era. 293) define Induction as; “the process of helping a new employee to settle quickly into their job so that they soon become an efficient and productive employee”.
They also stated that the induction process helps create a favourable image of the organization for the new employee.Mc Connell (2007) also highlights that this type of training serves to make the employee feel empowered and as part of the team.Also mentioned, was that it aides the employee to “fit in”, and understand the company and enable the new employee to find his or her way around the organization and develop a feeling of pride and value.In an article done by Daniels (2010) of the Chartered Institute for Personnel Development (CIPD) entitled ‘Induction’, stated that “the main responsibility of induction training lies with the line manager however the overall responsibility of establishing the company’s induction policies, programs and courses is the responsibility of the Human Resource (HR) department and some parts of the actual training would have to be conducted by HR” (dependent on the size of the organization).Mc Connell (2007) interjects that though HR and or the Department manager are the ideal persons to carry out induction trainings; and that no one person should be responsible for doing the entire induction program; induction should be as interactive as possible.You can view samples of our professional work here.Any opinions, findings, conclusions or recommendations expressed in this material are those of the authors and do not necessarily reflect the views of UK Essays.These definitions demonstrate that the purpose of an induction program is to maximize the efficiency of new staff with the objective of allowing them to fit into the organization as quickly as possible.However, to ensure that this is achieved, the creation of a well structured Induction training programme should be geared to benefit not only the employee but also the organization and their goals.Nevertheless, we can review who, within the organization is responsible for administering this training.In many organizations, their idea of induction training is having an “unauthorized”, unfamiliar person “hurriedly” introduce the new recruit to immediate staff and briefly informed them of all that is expected of them within the quickest time (half day or so) however, when duty commands, this inductee has to perform as if he or she has been at the job for years; employers expectations are high however their concerns are low.