Induction and Training
Introduction to Induction and Training
Induction and training are other key elements of the process of recruiting and selecting. In order to hire new, to feel appreciated, and form positive opinions about the company and the workplace at the early stages, an economic organization must create the essential conditions (Dragomiroiu et al, 2014). For being able to work at the job for which the respective person was hired, and to acquire strong work habits (Dragomiroiu et al, 2014).
Induction
Once the suitable candidate is chosen for the organization, the next steps of the immersion process will be induction and training where the hired person is
molded into the standards and values of the organization. At the very early
stage of the job, an induction is given to the employee to give him an understanding
about the specific job role. The
induction starts at the point when the employee is taken around the office/factory and also introduced to the facilities/amenities available (Salau, O et
al, 2014). Induction training is one of the most common training programs in an
organization (Potgieter et al, 2012).
In the case of adhering into the organizational behavior the 1st year of employment plays a major role. The first year of employment makes a lasting impression on a new employee's behavior, attitude toward work, and chances of advancement within the firm (Dragomiroiu et al, 2014). There is, however, no study to determine whether or not an induction program's activities would provide the desired results (Potgieter et al, 2012).
Training
Enhancing employee training efficacy is a crucial task that will ultimately result in process improvement (Salau, O et al, 2014). The most detailed resource available in the subject of training and development has been recognized as "training for development". The authors have emphasized that training should change the ultimate behavior in order to provide long-lasting improvements in the workplace rather than just providing new information (Lynton & Pareek, 2011). Workers receive training to broaden their knowledge or to pick up specialized skills relevant to their current role within the company. Training is an ongoing learning process that helps people deliver the work in a high-quality way. It gives benefits to both the workers and the company by assisting in the retention of qualified personnel (Vasanthi, S & Basariya, R 2019).
Training Methods
Training methods can be categorized into two as On the Job Training
and Off the Job Training as mentioned below,
On the Job Training
On the job training is basically about the “investment” in human capital. There is always value in a company's human resources. Like any other form of investment, this too has an initial cost. In the case of on-the -job training, these costs include the time which is devoted by the worker and co-workers in order to learn skills that accounts in increasing productivity and the costs of any equipment and material required to teach, practice and acquire those skills. It outlines the importance of training the employee for the tasks of the job and how it will ultimately be advantageous for both the employee and the company.
Off the Job Training
Off the job training is training that the worker receives outside of the workplace. This kind of training is typically used for people who are hired for the first time for a certain job or, who have no prior experience in the workplace and lack the necessary abilities for the position (Vasanthi, S & Basariya, R 2019). Unavoidably, the differences between the two learning environments result from different accents placed on intent and vision. They are somewhat in opposition and somewhat complementary. The objective is to create a skilled tradesperson (Harris, R et al, 2003).
Methods of Off the Job Training and On the Job Training
Methods followed by off the job training and on the Job training can be illustrated as follows,
Industry Experience
In the industry, the training and development of an
employee will increase the knowledge of methods and standards adopted and
finally it will lead to improving the productivity of the employee towards the
company, mainly the people who are involved in working sites. On the job
training sessions are more in use than off-the-job training as first-hand experience is a key factor in the field of construction. The company has invested in providing
necessary skilled people, knowledge, and safety gear and developing and carrying
out training sessions to enhance the
quality of the training that has taken place in the recent past. The effective
steps taken have really helped the
company to communicate matters related to business even in the COVID-19
pandemic situation and during the period of the economic crisis the country keeps the company running, earning the required profits, and completing the
ongoing work on time.
References
Dragomiroiu, R, Hurloiu, I and Mihai, G, 2014, Induction Staff Training, 21st International Economic conference.
Harris, R, Simons, M, Willis P and Carden, P, 2003, Exploring complementarity in on- and off-job training for apprenticeships, International Journal of Training and Development.
Potgieter, J & Hendricks, K 2012, A theory evaluation of an induction programme, SA journal of Human Resourse Management.
Salau, O, Falola, H, Akinbode, J 2014, Journal of Business
and Management, Vol 16.
Vasanthi, S & Basariya, R 2019, International Journal of Scientific & Technology Research, Vol 8, 10th Issue.
Well-established article on induction & training concepts. Vinikas, I. (2022) mentioned that aligning employee goals and performance with the organization is the aim of learning and development. The people in charge of learning and development in a business are required to identify skill gaps in teams and among individuals before creating and delivering training to close those gaps.
ReplyDeleteThank you for your comment Piumi. I completely agree with Vinikas that aligning employee goals and performance with the organization is a crucial aim of learning and development. Identifying skill gaps is an essential first step in creating effective training programs to close those gaps. This helps employees acquire the necessary skills to perform their job responsibilities and meet organizational objectives. In addition, effective training programs can improve employee motivation, engagement, and job satisfaction, which can ultimately lead to better business outcomes.
DeleteVery attractive article Kasun, while it is certainly true that employee training is a crucial task for improving processes and retaining qualified personnel, it is important to acknowledge that the efficacy of training programs can vary depending on a variety of factors.
ReplyDeleteOne such factor is the design of the training program itself. According to research by Arthur et al. (2003), effective training programs should incorporate four key principles: 1) the use of active training methods, 2) the provision of realistic job previews, 3) the use of behavioral modeling, and 4) the provision of opportunities for practice and feedback. Without these elements, training programs may fail to produce the desired behavior changes in employees.
Another factor to consider is the learning style and preferences of individual employees. Some employees may prefer hands-on, experiential learning, while others may prefer more structured classroom-style learning. By catering to the different learning styles of employees, training programs can be made more effective and engaging for all participants (Huang & Lin, 2018).
Finally, it is important to acknowledge that training alone may not be sufficient to bring about lasting improvements in workplace performance. As Lynton and Pareek (2011) noted, training should be coupled with other organizational interventions, such as job redesign or the provision of feedback and coaching, in order to ensure that the desired changes in behavior are sustained over time.
In conclusion, while training is certainly an important tool for enhancing employee efficacy and improving processes in the workplace, it is not a one-size-fits-all solution. To ensure that training programs are effective, they must be designed with key principles in mind, tailored to the learning styles of individual employees, and coupled with other organizational interventions as needed. So what are your argument with this?
I completely agree with your sentiment Chamuda. Training programs should be designed with the understanding that every employee has different learning styles and preferences. As mentioned, training should incorporate active training methods, realistic job previews, behavioral modeling, and opportunities for practice and feedback. Additionally, training alone may not be sufficient to bring about lasting improvements in workplace performance. It should be coupled with other organizational interventions, such as job redesign or the provision of feedback and coaching, to ensure that the desired changes in behavior are sustained over time. Overall, employee training should be an ongoing process that takes into account the individual needs of each employee and is continually evaluated for effectiveness. Thank you, Chamuda Fernando, for sharing your thoughts on this important topic.
DeleteThe article provides a good overview of induction and training in the recruitment and selection process. It emphasizes the importance of creating a positive experience for new employees through induction and the potential long-term impact it can have on their behavior and attitude towards work. The article also highlights the significance of training in enhancing employee effectiveness and productivity. Hope to read more articles from you.
ReplyDeleteThis is a great article that explains the differences between off-the-job training and on-the-job training. It is important for companies to invest in the training and development of their employees so that they can become more productive and knowledgeable. However, it is also important to note that the success of training ultimately depends on the individual's willingness to learn and develop the required skills.
ReplyDeleteThank you for your comment Gowri. You are absolutely right that the success of training ultimately depends on the individual's willingness to learn and develop the required skills. While companies can provide the necessary training and resources, it is up to the employees to take initiative and actively engage in the learning process. Encouraging a learning culture within the organization can help promote this willingness to learn and develop skills.
DeleteInduction training is a term professionals in the Human Resources field use for employee training. It is a form of introduction that allows employees and new hires “learn the ropes” of their new job or position and get started easily. In a nutshell, the main objectives of induction training are to provide new employees with the information, tools, and direct experiences that will support them in developing their talents and contributing to the growth of the company. An employee induction program helps new employees learn faster, and gives them more confidence. It also provides a better understanding of all the company processes, and it makes the whole process of adjusting to a new role a lot easier. Induction or orientation is an event where you introduce the job and your organisation to the new employee and vice versa. It's an important process for bringing new employees into your business. The process will cover your rights as the employer, the employee rights and the terms and conditions of employment.
ReplyDeleteThis article gives good insights into how you can implement processes related to training of employees.
ReplyDeleteThank you for your feedback Malindra.
DeleteYour explanations of the differences between induction and training were clear and concise, making it easy for readers to understand. Additionally, your use of examples helped to further illustrate the points you were making.
ReplyDeleteOne suggestion I have for you is to include more tips or strategies for organizations to effectively implement induction and training programs. This could help readers who are in managerial or training positions to better understand how to create effective programs for their employees. Hope to see some of those in your future blogs!
Thank you for your feedback Prasadi. I appreciate your suggestion and will definitely consider including more tips and strategies in my future articles. My goal is to provide practical and actionable advice for organizations to improve their employee training and development programs.
DeleteThank you for this informative post. In my opinion, on-the-job training is the most effective approach for employee development, as it allows them to gain practical experience and learn by doing, rather than simply receiving theoretical knowledge in a classroom setting.
ReplyDeleteResearch has shown that on-the-job training is more effective in improving job performance compared to off-the-job training (Vasanthi & Basariya, 2019). As you mentioned in the post, on-the-job training provides employees with first-hand experience and allows them to learn in a real-world context, which helps them to develop practical skills that are immediately applicable to their job role.
However, I would love to hear the opinion of other bloggers. What are your thoughts on the effectiveness of on-the-job training compared to off-the-job training? Do you have any personal experiences or success stories to share?
Based on my experience obtained in the military and the short sting in the corporate workforce alongside information obtained by reading prominent journal articles, I can provide some information regarding the effectiveness of on-the-job training versus off-the-job training.
DeleteWhile both on-the-job and off-the-job training has their own advantages, on-the-job training is considered more effective in terms of improving job performance and developing practical skills. This is because on-the-job training provides employees with hands-on experience, allowing them to learn in a real-world context and immediately apply what they have learned to their job. This type of training also helps employees to build relationships with their colleagues and supervisors, which can lead to better communication and teamwork.
Off-the-job training, on the other hand, provides employees with theoretical knowledge and is often conducted in a classroom or seminar setting. While this type of training can be useful in providing a broad understanding of a particular topic, it may not always be directly applicable to an employee's job role. Ultimately, the effectiveness of training depends on a variety of factors, including the type of job, the employee's learning style, and the organization's goals and objectives. It is important for organizations to carefully consider their training needs and develop a training program that is tailored to their specific requirements.
Hey Kasun thanks for writing about induction and training which is more interesting topic for me personally. Induction training program conducted for every new comers to get to know the processes, culture, some train technical. Now even other department heads use to give departmental training for employees to get to know overall organization process and culture. I prefer if you could elaborate more about this topic to know how important about induction training.
ReplyDeleteThank you for your comment Janaka. I'm glad to hear that you found the topic of induction and training interesting. Induction training is an essential part of the employee onboarding process, as it helps new employees to quickly get up to speed with the company's culture, values, policies, and procedures. It also helps to build a sense of belonging and commitment among new hires, which can lead to improved job satisfaction and productivity. Effective induction training should cover a range of topics such as,
Delete1. Company culture and values: This includes information about the organization's history, mission, vision, and values. New employees should understand what the company stands for and what it hopes to achieve.
2. Job responsibilities and expectations: New employees should be given a clear understanding of their job responsibilities, as well as what is expected of them in terms of performance and behavior.
3. Health and safety: It's important to provide new employees with information about the company's health and safety policies, as well as any specific risks or hazards associated with their job role.
4. IT and equipment: New employees should be given training on any IT systems or equipment they will be using in their job, such as computer programs or machinery.
5. Training and development opportunities: It's important to let new employees know about any training and development opportunities available to them, such as courses, workshops, or mentoring programs.
By providing new employees with a comprehensive induction training program, you can help to ensure that they feel welcome, supported, and ready to contribute to the organization from day one.
The article provides an insightful overview of induction and training, which are vital elements of recruitment and selection. It highlights that induction training is crucial in shaping an employee's understanding of their role in the organization and how to adapt to the organization's values and culture. The authors also emphasize that the first year of employment is crucial in forming a lasting impression on an employee's behavior and attitude towards work, which can impact their chances of advancement within the company. The article further emphasizes the importance of training as an ongoing process to improve employee knowledge and skillsets, benefiting both the employees and the company. The categorization of training methods into on-the-job and off-the-job training has been well explained, with examples provided for each. The article is well supported by previous research studies by Dragomiroiu et al. (2014), Salau et al. (2014), and Vasanthi & Basariya (2019).
ReplyDeleteAs stated by Briscoe, Schuler, and Tarique (2012), induction training programs are critical for new employees, helping them to learn the organization's policies, procedures, and culture, thereby ensuring that the new employees are productive from day one. Edwards and Rees (2011) further add that effective induction training programs can reduce employee turnover rates and increase employee job satisfaction, making them more committed to the organization. Additionally, Clegg, Courpasson, and Phillips (2006) emphasize that training programs are instrumental in shaping an employee's perceptions of their work, which can have a significant impact on employee motivation and job performance. Therefore, investing in induction and training programs is a strategic decision that can benefit the organization in the long run.
Thank you for sharing your thoughts Hassan and additional research on the topic of induction and training. You have highlighted some important points about the benefits of effective induction and training programs, such as reducing employee turnover and increasing job satisfaction and commitment. I agree with your point that investing in these programs can be a strategic decision for the organization in the long run. It's also interesting to note that induction training can shape an employee's perceptions of their work, which can impact their motivation and job performance.
DeleteHi Kasun, thanks for publishing a detailed article. Training and development are very useful for any organization to minimize the gap between the organization's skill requirements and what an employee is able to deliver in his/ her capacity. Unfortunately, many leaders are of the view that filling this gap is solely an employee's responsibility.
ReplyDeleteThank you for your comment Chamara. You make an important point about the responsibility of filling the skill gap. It's essential for leaders to understand that training and development are not just the responsibility of the employees, but also of the organization. As stated in the article, it's important to have a culture of continuous learning and development within the organization, which can only be achieved by investing in employee training and development programs. By doing so, organizations can not only improve the skills of their employees but also increase their job satisfaction and ultimately, their retention within the organization.
DeleteThis article provides a good overview of induction and training. According to CIPD, 2022 An effective induction ensures that employees integrate well into and across their new organisation and also New recruits need to understand the organisation, the culture, the people, and what’s expected of them in their role, so an effective induction will contain multiple, integrated elements. These elements include health and safety information required by law and practical information on the working environment and facilities. The induction should also familiarise the new employee with the company's working arrangements relating to time, location, and patterns of flexible working, if available, as well as its culture and values. It should also provide information specific to their role.
ReplyDeleteThank you for your positive feedback with additional information Kumara. I'm glad that you found the article informative and helpful.
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