Induction Process Project
In today’s competitive business environment, there is a high need for the companies to focus on doing a proper planning and scheduling in such a manner that it helps in creating a healthy and productive environment of the organization. For every organization, employees play a significant role as an important resource that directly influences the performance of the organization. In addition, for handling the human resources efficiently, the induction program is required to be developed or prepared efficiently and effectively (Ingersoll, 2012). An induction program is playing a significant tool that is used by the organization at the time when employees enter for a first time in order to aware them about their roles and responsibilities. Thus, the main purpose of this report is to prepare an attractive induction program that will be followed by the Costco Retail Company.
Costco Company is one of the largest retail companies which deals in a wide selection of merchandise as well as provides the convenience in specialty department. The main aim of the organization is to provide the customers with a great experience of shopping by providing them a good quality of goods & service at a low price. The company operates its business 24*7 and also operates its business in 715 warehouses globally (Costco, 2018). In addition, the company offers different merchandise such as food, sundries, appliances, fresh foods and other. The company sells its gasoline in different countries except for Korea, Taiwan and Mexico. Moreover, it also gets involved in e-commerce (online business) business for targeting different countries customers efficiently.
The main focus of the organization when they recruit the new employees is to provide effective induction session so that new employees feel united and get combined with each other. In simple words, the induction program helps the employee to better understand the organization environment and their job responsibilities. In respect to this, it is very important that induction policy is effectively well designed and framed out according to organization objectives (Ingersoll and Strong, 2011). The main goal of this program is to provide assistance to the employee for bringing changes in their behavior in concern to maintain the organization welfare efficiently and effectively. Thus, an organization is more committed towards delivering an induction program as it will create a smooth integration in their job roles.
An induction program is also known as orientation process which is organized by the organization for their employees who are joining their business for the first time. The induction program helps in introducing them about the job roles and responsibilities as well as organizational goals and objectives. In addition, Eisenschmidt et al., (2013) also stated that induction program is a very effective tool that helps employees to get aware about the business culture, working environment, other existing staff members and so on. It is found to be very useful as it helps in integrating the new employees in the working environment of the organization.
Moreover, this induction program can also be stated as a way of providing proper training to the employees as well as fulfilling the required development needs efficiently and effectively. The induction program should be prepared in a proper manner that it includes all necessary details that are important from the employee perspective towards the organization (Lochmiller, 2014). The induction program helps in fostering and developing a healthy and strong relationship with the employees of an organization. Generally, this induction program is conducted for a week or days by an organization.
When an employee enters to a new working environment, then it is important to develop an effective induction program in order to introduce the employee with the business environment and culture. However, the induction program for the new employee can be outlined as follows:
|Session 1||Introduction session||This session helps in introducing the new employees about the organization and also new employees are welcomed into the organization by providing them with induction toolkit at the same time (McCulloch et al., 2011).
At this session, employees are also provided with their job roles and responsibilities that they need to perform.
|Session 2||Organizational Culture and Environment||In this next session, new employees are introduced with the organization culture and environment. This will help the employee in understanding the working pattern, culture and structure which is adopted by the organization (Kelly et al., 2014). In addition, code of conduct and proper rules and regulation are also communicated to the new employees.|
|Session 3||Dealing with Customers||In this session, new employees will be taught that how to deal with the customers of an organization and how important customers are for the organization and also how to identify customer’s expectation level.|
|Session 4||Policies, Health and Safety Training and feedback||Under this last session, employees are clearly defined with rules, polices and procedure of the organization as well as about the safety and health training and also how feedback is taken for analyzing the performance of an employee.|
The organization manager will be provided with the responsibility to conduct the induction program in an effective manner. At the same time, the induction program will be conducted at least for a month for this proper guideline is framed out in a written way and information get passed or communicated directly (Becan et al., 2015). At the time of induction session, a facilitator can also use visuals tools like charts and diagram for communicating the information to the new employees in an innovative manner.
Induction toolkit is a kit that is must while conducting an induction program for the new employees. This toolkit is provided to employees before their first session start of the induction program. In other words, induction toolkit is made available to the employees because this kit help in making them a better understanding as well as given proper & right direction in order to develop the efficiency(Lake et al., 2015). The induction toolkit made available to employees because that kit contains all required elements which are required during the induction session. The following elements which covered under the induction toolkit are as follows:
- Policy related to induction
- Induction process map
- Projectors, chairs, and DVD players
- Proper guidelines for induction
- Hints for successful induction
- Involve some ‘Must do’ activities for the new employees
- Organization structure
- Procedures related to safety and emergency
The proper induction process checklist is been developed or provided to an organization for analyzing the employees:
|New employees introduction in an organization|
|Basic information provided to the new employees|
|Organization aims and objectives are required to be communicated to the new employees|
|Aware about organization code of conduct to the new employees|
|Aware the newly employees regarding health and safety procedure|
A proper evaluation form is been developed or created below:
The evaluation process helps in evaluating the employee’s performance on the basis of his work done in first few weeks or a month in the business organization.
- Answer the below key aspects by stating yes or no:
|First-day experience of your in the organization|
|Giving your introduction in the work department/area|
|Providing information regarding your work department/ area|
|Aware about the job duties and responsibilities|
- Provide your point of view in the context of conducting a proper induction program in the organization.
- Is there any kind of day-to-day operations that need to be explored?
- Is there any requirement of providing an additional training despite already conducted training program?
- Are there any sorts of issues that have been faced while conducting induction program?
Induction training plays a significant role for the new employees (comers) in the organization. The induction training is an essential part of the induction program that is provided to the employees to make them aware about the organization culture and environment so that they feel comfortable to handle their work in that environment effectively (Taranto, 2011). The induction training also supports the new employees in improving their productivity for the organization in a better manner. However, good induction training help in getting ensure that employees get settled in the organization efficiently towards their productive roles.
The induction program must always rely on the organizational objectives which are laid down for achieving the desired goal or objectives. In other words, the induction program should be conducted by considering the objectives of the organization (Rudnev et al., 2017). The main objective of Costco Company is that it serves its customers with the best quality of products and services at a low possible price and also to satisfy the customer too.
During the training period, there are various types of training tasks that need to be performed such as:
- mentoring and coaching (Bleach, 2013)
- providing feedback
- developing programs
- observing the trainees and trainer
- Various interview strategies and techniques
- Providing guidelines to employees
The list of the staff members is prepared which are involved in the induction program such as:
- Human resource (HR) manager
- Shop floor manager
- Well experienced other staff members in the organization
The different methods that can be used for providing the training to the staff members are:
- Role-play method
- Digital Visuals flowcharts, or posters, etc.
The proper checklist is prepared for conducting or facilitating an effective training program. The below-stated table presents a checklist:
|Training program agenda|
|Required desired training materials|
|Required efficient trainers|
|Set date and time period for conducting the training program|
The below table represents the training evaluation form in an efficient manner:
|Training program objectives were defined clearly|
|Proper description of the tasks that need to be done|
|Provided materials and tools used were helpful for the training programme?|
|Is Provided training was effective?|
|Is sufficient time period was allotted for training programme?|
Q1. Provide any recommendation in accordance with development or improvement that is needed in the training program. (Carey and Gelman, 2014)
Q2. In regards to training programmer provide your feedback.
The probation period is defined as a period of time in which the new employees are treated as probationers i.e., as a trainee in order to develop an insight in them in regards to their job roles and responsibilities in the organization (Salmon et al., 2012). Generally, in every organization, the new employees kept under the probation period for about a month where new employees performance is been analyzed on a certain basis and then future decision are made accordingly.
The proper probation process procedure is presented below:
- The employee’s performance appraisal for one month is done by the supervisor.
- Each & every employee is been reviewed fairly and truly in respect of an effective layout.
- When the probation period gets finished, the performance of an employee is reviewed efficiently by a business organization (Raynor, 2012).
- After this, business organization takes a decision whether to recruit the employee or not.
The following table below represents clearly about the probation procedure checklist:
|How much long is business probation period|
|Proper written report related to probation|
|Involvement of probationers during the probation process|
For evaluating probation process of the new employees, the following below table represents the probation process evaluation form:
|Introducing employees with the objectives of probation|
|Effective tool adopted or used for the probation process|
|Providing all necessary and effective guidelines to the employees regarding probation process|
|Conducting proper and effective communication with the new and existing employees|
Becan, J.E., Knight, D.K., Crawley, R.D., Joe, G.W. and Flynn, P.M., 2015. Effectiveness of the Treatment Readiness and Induction Program for increasing adolescent motivation for change. Journal of substance abuse treatment, 50, pp.38-49.
Bleach, K., 2013. Induction and mentoring of newly qualified teachers: A new deal for teachers. UK: Routledge.
Carey, S. and Gelman, R., 2014. The epigenesis of mind: Essays on biology and cognition. USA: Psychology Press.
Costco, 2018. About Us. [Online] Available at: https://www.costco.com/about.html (Accesses: 27th February, 2018).
Eisenschmidt, E., Oder, T., and Reiska, E., 2013. The induction program–teachers’ experience after five years of practice. Mentoring & Tutoring: Partnership in Learning, 21(3), pp. 241-257.
Ingersoll, R. M., 2012. Beginning teacher induction what the data tell us. Phi Delta Kappan, 93(8), pp. 47-51.
Ingersoll, R. M., and Strong, M., 2011. The impact of induction and mentoring programs for beginning teachers: A critical review of the research. Review of educational research, 81(2), pp. 201-233.
Kelly, N., Reushle, S., Chakrabarty, S. and Kinnane, A., 2014. Beginning teacher support in Australia: Towards an online community to augment current support. Australian Journal of Teacher Education, 39(4), pp.68-82.
Lake, B.M., Salakhutdinov, R. and Tenenbaum, J.B., 2015. Human-level concept learning through probabilistic program induction. Science, 350(6266), pp.1332-1338.
Lochmiller, C. R., 2014. Leadership coaching in an induction program for novice principals: A 3-year study. Journal of Research on Leadership Education, 9(1), pp. 59-84.
McCulloch, P., Rathbone, J., and Catchpole, K., 2011. Interventions to improve teamwork and communications among healthcare staff. British Journal of Surgery, 98(4), pp. 469-479.
Raynor, P., 2012. Is probation still possible?. The Howard Journal of Crime and Justice, 51(2), pp. 173-189.
Rudnev, V., Loveless, D. and Cook, R.L., 2017. Handbook of induction heating. USA: CRC Press.
Salmon, P.M., Cornelissen, M. and Trotter, M.J., 2012. Systems-based accident analysis methods: a comparison of Accimap, HFACS, and STAMP. Safety science, 50(4), pp.1158-1170.
Taranto, G., 2011. New-teacher induction 2.0. Journal of digital learning in teacher education, 28(1), pp.4-15.
Academic Research Writing Arm of Global Research Services.