Chapter program, while evaluating and developing the same whenever

Chapter
03: Roles and Responsibilities

There are
lot of people in the organization who participate to ensure the success of the
induction program; there are some main roles and responsibilities performed by
different individuals when it comes to the induction program for new employees.

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according to UTE the HR manager will take most of the
responsibilities of the induction program but there are certain
responsibilities which needs to be performed by each of the departments.

Schedule
of Roles and Responsibilities

 

Responsibility
 

Tasks and Roles
 

HR Department


Charged with designing / updating the
induction
program, and giving advice to the
managers
and leaders.

Manages and coordinates the events of the
induction
program, and the participation of
different
groups of new employees.

Supervises the implementation of the
induction
program, while evaluating and
developing
the same whenever required.

Senior
management


Contributes to the induction program by
explaining
the vision and objectives of the
ministry
or federal entity.

Promotes the participation of leaders by
motivating
the new employees, and let them
feel
they are important at the federal entity.

Employees
at the ministry or federal entity


Provide all information and necessary support
to
ensure the smooth involvement of new
employees
in the work environment and
realize
the expected success.

New
employee


Takes part in the induction program.

The attention of the new employee is the main
pillar
for the implementation of the induction
program.

Shall show sense of cooperation and
commitment,
and shall endeavor to assimilate
the
program.

 

 

Chapter 04: Conclusion and Recommendations

Induction
program represent the most initial connection which a company has with their
new starters. This is the most suitable time to show them what your company
stands for and how you like to do business.

According
to researches companies fail to impress new employees at the induction program
will lose 25% of new starters deciding to leave after 3 months because of a
poor induction process. So the companies should understand that first
impressions are very important.

Before
starting the induction program it’s important that the organization have clear
HR policies and manuals that are up to standard.

To
enhance the power of induction training these points are recommended.

·        
It’s better to avoid text based training. The
researchers have identified that 83% of human learning occurs visually

·        
Always try to use positive language. Need to
tell people what they can do rather than what they can’t.

·        
Involvement of senior management is very
important. They also need to involve with induction training as a way of welcoming
new starters.

·        
Need to communicate organizational core
values

·        
Induction training must be
structured.  This ensures consistent,
standardized training throughout the company. 
Only if you have standardized training can you have a buddy system.  Otherwise, workers teach new starters bad
habits and wildly different standards of training.