Page 101 - DMGT406_HUMAN_RESOURCE_MANAGEMENT

Human Resource Management

Notes "Sure", Suresh replied, "Excuse me a minute, Rao." Fifteen minutes later, Suresh returned
and the dialogue continued for another few minutes before a series of phone calls again
interrupted him.
The same pattern of interruption continued for the next forty minutes. Rao looked at the
watch embarrassedly and said, "I am sorry, Suresh, I have to go now. I have to catch the
train to Pune at 9 P.M."
"Sure thing, Rao," Suresh said as the phone rang again. "Call me after a week."

Questions
1. What specific policies might a company follow to avoid interviews like this one?
2. Explain why Suresh and not Anil should make the selection decision.
3. Is it a good policy to pick up candidates through 'employee referral method'? Why?
or Why not? Explain keeping the case in the background.

6.5 Employee Induction

After selection of employees, the first step is to orient them to organisational life. Induction or
orientation programme of an organisation is a process to guide and counsel the employees to
familiarise them with the job and the organisation. This process helps an organisation to clarify
the terms and conditions of employment, specific job requirements and also to inculcate
confidence in the minds of the new entrants.

Example: Induction Training in India
1. Aptech: The company takes its new entrants through a structured induction training
programme. The one-day programme includes a briefing on the company's market
position, the business it is in, its functioning style, its organisational structure and its HR
policies. The entrants are also familiarised with what others do, before being deputed to
their own departments. A six-month behavioural training is also offered in team building,
self-development, customer-sensitivity etc. Finally, the recruits are put through an appraisal
process to gauge fitment and progress.
2. Maruti Udyog: The company customizes its initiation programmes to suit the profile of
the new recruit. For engineers, the programme is offered in four parts: (i) familiarise with
various functions and meet division heads (ii) work on shop floor (iii) work at various
other departments (iv) work finally in departments for about two months, where they
will eventually work.

3. Standard Chartered Bank: The management trainees are picked from premium B-schools
and undergo induction training for about 6 months. During this period, the trainees spend
time in the various divisions of the bank to get a holistic view of the bank's operations,
and get a chance to meet each of the bank's business heads. A two-day session dedicated to
team-building is also conducted thereafter. After taking charge of the job, the new recruits
have to attend a review session about the job itself.

6.5.1 Objectives

General objectives of such a programme normally are:
1. To introduce new employees with the organisational environment, exposing them to the
mission, history and traditions of the organisation, its achievements and future challenges,
its personnel policy and expectations from the new employees.

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