INDUCTION AND TRAINING

Induction and Training

 

Another key element of the recruitment and selection processes are Induction and Training. An economic organization has to provide the necessary condition for new employees in order to make a good impression about the organization and the work environment from the beginning for them to feel wanted (Dragomiroiu et al, 2014).

 

INDUCTION

According to the Armstrong (2014) Induction is defined as the process of receiving and welcoming employees when they first join a company and giving them the basic information they need to settle down quickly and happily and start work.

After selecting a suitable candidate to an Organization, Induction & training will be the next step to bring that individual to organization. An induction program is commonly used to help new employees understand their jobs within the organization (Salau, O et al, 2014). This process starts from the period where the new employee is taken around the office, factory and also introduces 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).

The organization may delegate the responsibility for providing this induction training to a team leader, or team leaders may carry it out themselves – the ideal method – or delegate it to a team member. (Armstrong, 2010)

Training

Training is the use of systematic and planned instruction activities to promote learning. This approach is in the phrase ‘learner-based training’. It is one of several responses an organization can undertake to promote learning (Armstrong & Taylor, 2014).

To enhance the effectiveness of an employee training will be an important function, finally it will lead to improve the process of the assigned job (Salau, O et al, 2014).

Training for development has been regarded as the most comprehensive work available to professionals in the field of training and development (Lynton & Pareek, 2011).

 Employees are trained to enhance their knowledge or to learn specific skills related to their current position in the organization (Vasanthi, S & Basariya, R 2019). Training makes the employees to produce quality performance and it is a never-ending learning process. It not only helps the employees but helps the organization retain the right skilled people (Vasanthi, S & Basariya, R 2019).

According to the Armstrong & Taylor (2014) Blended learning is the use of a combination of learning methods to increase the overall effectiveness of the learning process by providing for different parts of the learning mix to complement and support one another.

 

Training Methods

There are two main categories in the Training methods, which are On the job training and Off the job training (Surbhi, 2015) shows in figure 1.0.

 

Figure 1.0: Training methods

 

 

Source: Surbhi, 2015

 

On-the-job training

On-the-job training is a method of giving training to employees when they are at work at their working environment and the purpose of this training is to make the employees get familiar with the normal working circumstance (Surbhi ,2015).

On-the-job training can be useful for training newly hired employees, upgrading experienced employees’ skills when new technology is introduced, cross-training employees within a department or work unit, and orienting transferred or promoted employees to their new jobs(Raymond,2017).

 

Off-the-job training

Training provided away is called Off the Job Training and this type of training is followed for the new employees who have zero knowledge on the working environment and do not have skills for the current job (Vasanthi, S & Basariya, R 2019).

Further Vasanthi and Basariya (2019) elaborate that this is the best option for people who are in large number of organization.

Comparison of On-the-job and Off-the-job training as follows (Table 1.0),

Table 1.0: Clear Comparison chart

Comparison Basis	On-the-job training	Off-the-Job Training
Meaning	A form of training provided at the workplace during performance the actual job.	A form of training outside the actual location
Approach	Practical	Theoretical
Active participation	Yes	No
Location	At the workplace	Out of the work place
Principle	Learning by performing	Learning by acquiring knowledge
Work disruption	No, because trainees produce the products during learning.	Yes, because training is first provided and then later followed by performance.
Conducted by	Experienced employees	Professionals or experts.
Cost	Inexpensive	Expensive
Suitable for	Manufacturing firms	Non-manufacturing firms

 

Source: Surbhi, 2015.

 

Organization Experiences

I work for one of the leading bank and there the training and development of the employee will increase the knowledge of new products and services and finally that will increase the productivity of the employee as well as the organization. Off-the-job training sessions are more convenient than on-the-job training.

Due to this Pandemic situation there are no face-to-face training sessions allowed. Therefore, that will have carried out the on-line methods like Zoom/MS teams.

 

References

·       Armstrong, M., Taylor, S. (2014). Armstrong’s Handbook of Human Resource Management Practice, 13^th Edition, London: Kogan Page Ltd. 

·       Dragomiroiu, R, Hurloiu, I and Mihai, G, 2014, Induction Staff Training, 21^st International Economic conference

·       Roberts, G., (1997). Recruitment and selection. London: CIPD Publishing.

·       Armstrong, M. (2010). Armstrong's essential human resource management practice. London: Kogan Page.

·       Lynton, R & Pareek, U 2011, Training for Development, 3^rd Edition.

·       Raymond A. Noe(2017). Employee Training and Development,7^th edition

·       Salau, O, Falola, H, Akinbode, J 2014, Journal of Business and Management, Vol 16.

·       Surbhi S. October 26, 2015: Keydifferences.com/differences-between-on-the-job-and-off-the-jobtraining-.html

·       Potgieter, J & Hendricks, K 2012, A theory evaluation of an induction programme, SA journal of Human Resource Management.

·       Vasanthi, S & Basariya, R 2019, International Journal of Scientific & Technology Research, Vol 8, 10^th Issue.