1.

INTRODUCTION

This individual assignment report is focused on identifying what is Induction of New Recruits and how it effects the selected organization and its performance. Further it has given the concentration to critically examine the current state and suggestions for improvement. To accomplish the above complex study of Induction of New Recruits, I will look at a practical example from the Consumer Durable industry Singer Sri Lankae which is the consumer durable industrys market leader in Sri Lanka. 2.0 EMPLOYEE ORIENTATION

The process of employee orientation begins when a person enters an organization. Individuals may be exposed to minimal job orientation or to an extensive training experience prior to beginning work. Others may learn on the job after minimal preparation. The quality and quantity of these training experiences can have a major impact on the readiness of the employee to be a productive member of the work force. New employee orientation is typically defined as a planned and systematic attempt by the organization to introduce new employees to the job duties, organizational expectations, policies and procedures, and the culture of the organization. The objectives of many orientation programmes include the following. Provide information about the job and company. Teach essential skills job related skills. Discuss the necessary attitudes that the employee must acquire. Help the new employee get off to a good start by developing an understanding of how things get accomplished in the organization. 3.0 Clarify what roles are assigned to the employee. BENEFITS OF EMPLOYEE ORIENTATION

The key component of any job orientation programme is to convey to the new comer what the organization will be like as well as to provide factual information about benefits provided. An effective orientation programme can result in a highly motivated employee ready to be productive in the work place. An ineffective programme can lead to a confused and anxious employee who does not understand what duties to perform or where the job fits into the larger picture of the organization. Under taking employee orientation programmes would also prevent the slowdown of productivity, control staff hiring and reduce staff turnover costs. Hence, it is advantageous to the organization to conduct well planned orientation programmes for the benefit of the organization and the employee. (Annexure 01) 4.0 INDUCTION PROGRAMMES

Effective employee orientation must be a planned process that ties into the larger organizational vision and strategy. Given broader goals for new comer orientation, planned learning activities are often embedded during the first week, month, and perhaps a follow up of three to six months on the job, to discover what training needs that have to be addressed, to help the new comers fit into the organization. Induction programmes are often packaged as half-day or one-day events in which new comers are provided with information about the company and policies, tour the facility, and are introduced to their work group and supervisor. The effectiveness of this type of orientation has been questioned as new comers are often over whelmed with information that may not be retained. One option being explored by an increasing number of companies is placing basic company information in the intranet, so that, new comers can access information whenever required. A typical induction programme will include the few of the following areas.

Introduction to the organization. Introduction to terms and conditions of the organization.

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Introduction of organization

how the particular department fits into the overall

Set-up of payroll details Introductions to key members of staff Specific job-role training Tour of various departments.

5.0

INDUCTION PROGRAMME MODEL

An effective induction programme model would essentially highlight three main areas which are Training Needs Assessment, Training and development and Evaluation. Components of the induction programme model are detailed in figure 5.1 Figure 5.1: Induction Programme Model
HRD Support System

Continous Supporting System

New Staff Induction

Orientation Session

Peer Support System

(Source: Author)

Table 6.1.1: Industry & Market Dynamics Singer Industry Outline Values & Business Philosophy Mainly consumer durables 15 companies in the industry. 06 major companies. Annual Growth Rate: 30% (approx.) We are committed to becoming an integral part in the lives of our people by engaging in ethical and sustainable business activities and being a model corporate citizen We wish to become an organization loved by all the people of our nation by providing quality products based on outstanding technology, coupled with unmatched service Consumer Durables 40% Furniture 7% To be the foremost retailer in appliances in Asia Pacific To improve quality of life by providing comforts & conveniences at fair prices
Trust, Service Excellence, Convenience & Heritage Multi-brand category with local & overseas brands. Highly competitive. Differentiate in service & facilities.

Market Share Vision Mission

Core Values Market Visibility Competition & Market Volatility

Diredctor HR

Assistant Manager HR

Group Human Resources Development Manager

Manager Field Training

Asst Manager Human Resources Dev

HR Executive Field Training

HR Executive Field Training

(Source: HR Department Singer Sri Lanka)

7.1

NON SALES STAFF INDUCTION 01 Day Programme

The purpose of having a separate induction for non-sales staff is that, the knowledge and skills required for non-sales staff to perform their duties differ, that from of the sales staff. Hence, the non-sales staff induction programme is designed with a more operational focus. Non sales staff attends the induction programme generally, after two to three months training on the job. At this stage the recruits have a basic understanding about the organization and the processes. However, a formal induction programme is required for recruits to have a broader understanding about the organization. Attending the induction programme, after several months of on the job training, can be viewed as being advantageous. This provides them the opportunity to grasp the practical
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aspects of a working environment. Therefore, when attending the induction programme , they have a better understanding of the processes and products. Hence, are able to better grasp the programme content and apply them on the job. The programme mainly covers the following aspects relevant to non sales staff. Introduction to Singer Sri Lanka o Corporate Profile Growth of the company and Current Market Situation Introduction to Company Vision ,Purpose and Values Employee benefits Introduction to products Corporate Social Responsibility Tour of the building and introduction to key members of staff

Introduction to collaboration tools (Usage of Emails and etc.) The programme is generally conducted in batches depending on the intake. As a result, some recruits might be left without induction training for several months, until the next intake.

7.2

SALES STAFF INDUCTION Five Days Programme

The purpose of having a separate induction for Sales staff is that, the knowledge and skills required for sales staff to perform their duties differ, that from of the Non sales staff hence, the sales staff induction programme is designed with a more practical focus.

Introduction to terms and conditions

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Introduction to the company. Departmental Objectives Specific job-role training

7.2.1

Introduction to terms and conditions

The nature of the Insurance business is such, that, many technical terms and conditions are used in day to day operations. Terms, conditions and clauses, play an important part in the hire purchase consumer durable industry. In this business module until the last installment is paid by customer the sole ownership is with the hire purchasing company. It is very important and crucial to distinguish cash price and the gross hire price. Therefore, it is of paramount importance for the salesman to be aware of the terms, conditions and clauses. It is the salesmans duty to ensure that, the hire purchase business is made aware of the terms and conditions applicable. The induction programme is designed in such a way that terms, conditions and clauses are carefully communicated to the new recruits, in a manner that is easy to understand. 7.2.2 Introduction to Company

Singer Sri Lanka has been operating in the consumer durable industry for over hundred and sixty years. There are unique values, principles and procedures which the company abides by, which have enabled Singer to maintain its leadership. Such as Produce (Manufacturing), training (Train to use the product correctly), Sell and Service (Excellent after sales service). Hence, the most challenging task of a new employee would be to embrace the culture of the organization.

However, the induction programme is designed to ensure that, new employees are made comfortable to fit in to the culture of the organization. The following aspects of the organization are addressed at the induction programme. Vision, Mission ,Values Strategy and Structure Product Portfolio and related areas

7.2.3

Departmental Objectives

It is important that, the overall objectives of the department are communicated to new employees by trainers. It will provide them with a better understanding of their role within the department, and how the department fits in to the overall organization. The objectives may vary depending on the department. For example, the objectives of the operations department are communicated, though specialists in the operations department, who undertake the operations aspect of the induction programme. 7.2.4 Specific Job-Role Training

Providing job specific training effectively, integrates the new employee into the organization, and assists with retention, motivation and job satisfaction. As a result, the individual can contribute effectively to the team. It is mainly provided through on the job training, onsite training and, off the job training. All sales and non-sales staff are provided job specific training, during the first three months of joining the organization. This includes product and process training, tour of the premises and introduction to coworkers and other departments. 8. Induction - Business Goal attainment & Performance
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There is a direct link between Induction of new employee and the Business Performance. If an induction of an employee is done successfully and effectively it will leads to the positive performances during his career. Figure 8.1 Inductions and Performance

(Source: http://panlprizhr.files.worldpress.com/2011/12/induction- retrieved on 1st

June 2012.)

of

9.0 INDUCTION OF NEW RECRUITS SINGER - POSITIVE AREAS Vs NEGATIVE ARES There are positives as well as negatives of Induction of new recruits at Singer Sri Lanka. I have evaluated these at the following table. Table 9.1 Positives and Negatives of Induction programmes at Singer
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POSITIVE AREAS The company has identified the critical areas and invested adequate resources for Induction Programmes for both Sales and Non Sales Staff members. These two unique models have helped them to properly organize and implement productive Induction sessions for new recruits. The Existing follow up process to evaluate the progress of the new recruit is a really important aspect.

NEGATIVE AREAS Usage of outdated & disorganized materials for both Sales and Non Sales Staff Induction programmes.(Confused and Complex structure of such Materials) Some Trainers are not up to the certain standards in delivering their presentations specially on the Sales Induction Programme. The Existing Programme schedule for Sales Staff seems to be outdated and should need to refined as per current market conditions.

10.0

INDUCTION OF NEW RECRUITS SINGER SRI LANKA PLC SUGESSIONS FOR IMPROVEMENT

10.1

CHANGE OR PERISH?

The World is changing more rapidly than ever before. Todays most successful organizations are changing fast. Their leaders recognize that internal changes must keep pace with what is happening in the external environment. Organizations must poise themselves to change, not only to prosper but to survive in todays World. As illustrated in Figure 10.1, rapid technological changes, a globalized economy, changing markets, rise of e-commerce (Market changes) and the human capital are creating more threats as well as more opportunities for organizations.
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Figure 10.1: Forces driving the need for major organizational change

(Source: http://www.awidernet.com) In order to cope up with the given context Existing Induction Programmes of Singer Sri lanka will have to adapt to the new reality for Change as illustrated in figure 10.1 in order to survive and guide the people and organizations through the uncertainty and confusion of rapid change. 10.2 Induction Check List

In order to establish an effective and methodical induction programme it is advisable and important to have a check list. It will comprise of introduction, personal information, about the organization, group work or team work, employee position and follow up programmes. (Annexure 02). 10.3 Improve Presentation and Programme standerds

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Key issues that the company is facing is quality and the Structured presentation materials which are being used in Induction training, how to enhance the lecturing standards of the all trainers and re arranging the programme schedule of the Sales Induction Programme. How to improve the quality and the Presentation Structure of Existing Training Materials Identify the all relevant areas related to the Induction programmes Usage of modern training materials such as Case studies and interactive training tools to make the Induction training programmes much vibrant and interesting. Develop Master document which guides the supporting documents needs to be developed to make induction programmes much organized and methodical manner. How to enhance the Lecturing standards of all trainers Improve the knowledge on current market practices Refresher Training to Trainers Train the trainers on how to gather the new techniques and improve their soft skills in training. How to re arrange the programme schedule of the Sales Staff Identify the most relevant contents which needs to be covered during the induction Programme and prioritize them based on the importance Continuation of the refresher courses and sales skill development courses in order to support sales agents to make them understanding that their job, by nature, is stressful, show them the good side and the bad side of it and educate them on how they could cope or minimize stress by themselves.

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 Eliminate on unwanted and repeat stuff which are wasting the considerable time slot of the existing training schedules.

12.0

LIST OF REFERENCES

Armstrong, M. (2009), Armstrongs Handbook of Human Resource Management Practice, 11th Edition, London : Kogan Page Dessler, Gary & Varkkey, Biju (2011), Human Resource Management, Pearson Education Inc., published by Dorling Kindersley (India) Pvt. Ltd. Richard L.Daft,(2009),Principles of Management,Cengage Learning,New Delhi :India Edition Richard L.Daft,(2001),The Leadership Experience,Harcourt College publishers,USA

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