Induction And Social Is At Ion

Joining the organisation

Getting people to join the organisation involves  Attracting potential recruits  Deciding or predicting which applicants are most likely to succeed  Working with new employees to forge a contract (Dakin.1990)

The psychological contract  Embodies all our assumptions and expectations about employment  Is formed largely through the process of induction and socialisation

Induction and socialisation  Induction  Programme for introducing new employees to organisation, workplace and work group  May be called orientation, familiarisation  Aims to make new employees productive and accepted as quickly as possible

 Socialisation  Process by which organisation or group seeks to influence individual to adopt its values, norms and behaviour patterns

Induction and socialisation Induction

Socialisation

Relatively short

Can be continuous

Few employees at a time

All employees

Information and support in post-entry period

All work-related aspects of individual’s life

Relieves initial stress

Takes effect after initial stress worn off

Programme or event

Process

Induction aims  Remove ‘unknowns’ for new employees  Communicate essential information  Increase motivation  Develop realistic expectations  Reduce uncertainty  Reduce turnover  Save time and money  Relieve anxiety

When does induction start  Induction starts when the new employee first becomes aware of the new organisation or its products and services  First impressions cannot be postponed  The recruitment process is an important part of induction  A formal programme during the first few days of employment is only part of an induction process

Induction programme contents  Profile  Policies and procedures  People  Places

 Plant  Processes  Pay  Power  Problems

Organising the induction programme  Information needs  Timing the induction programme  Checklists, booklets and information

Who is responsible for induction  Management  HR or training officer  Buddies  Monitoring the progress  Special groups  Feedback  Promotions and transfers

Socialisation helps the new employee to overcome  The ‘liability of newness’  ‘Reality shock’  ‘surprise’

Socialisation  Process by which new members learn value system, norms and required behaviour patterns of society, organisation or group  Does not include all learning – only those values, norms and behaviours which the the society considers necessary for membership

Socialisation challenges  Accept reality of human organisation  Deal with resistance to change  Learn how to work  Deal with boss  Learn how to get ahead  Locate own place in organisation  Develop an identity - Edgar Schein

Socialisation methods  Schooling  Formal instruction

 Apprenticeship  Learn from exposure to peers

 Co-option  Progressive admittance to in-groups

 Mortification  Forced into conformity

Risks and problems  Lack of creativity and innovation  Resistance to change  Zealous conformity with organisational policies and procedures  A willingness to engage in corporate crime  Mismanagement of human resources  Losing balance between home and working lives