Describe 3 benefits of the induction process to the organization.

Following are the advantages of induction process to the firm:

·         Increased Rate of Retention

·         Improved Moral of Employees

·         And Increased Productivity

An effective process of induction helps employees in fitting into their position without facing many difficulties which increases retention rate. It also improves the moral of employees because they know how and what they should be doing without facing issues. When new employees are not wasting any time, it results in enhanced productivity in the organization (Ahammad, 2017).

Describe 3 benefits of the induction process to individuals.

Following are the advantages of induction process to employees:

·         Better Work Understanding

·         Enhanced Productivity

·         Reduced Pressure

One of the most important benefits of induction process of individuals is that improves the understanding of employees in terms of work. When employees don’t waste any time in comprehending their work, they are able to complete the work in a short amount of time which increases their productivity. Lastly, a great induction process also makes it easier for employees to communicate with others which reduces pressure on them (DeCenzo, Robbins, & Verhulst, 2016).

Describe 3 purposes of the induction process.

Following are the three objectives of induction process:

·         Integration of New Workers into the Firm

·         Teaching the Processes to Workers

·         And Making them Communicate with other Employees

The very first objective of induction process is concerned with integrating new employees into the organization. It involves taking workers to each and every department of the firm and letting them know about it. The second objective is to teach important processes to new workers. The third objective is to ensure that new workers are able to effectively communicate with their colleagues without hesitance (Downs & Swailes, 2013).

Produce an induction plan for the successful candidate of the recruitment and selection process.

            In the timeline of six weeks, the first priority is to make the new employee understand the terms and conditions of employment. All the guidelines will be conveyed to the worker by the manager and if there are any questions then manager will also answer them. Since this is the most important aspect, this task will be completed on the first day and the responsibility of simplifying the terms and conditions will be given to the manager. In only a single day, this task will be completed and the second task will be concerned with obtaining the staff handbook. Two to three days will be given to read the staff handbook and ask the manager if there is any issue.

            The first week will end by communicating with the managers designated in the sector. Managers will be responsible to explain the details of how they will be working and what the employee should be working under them. In the second week, the employee will be introduced to the colleagues and the trainer. These will be the main priorities of this week and the focus of the manager will be to ensure that the employee is comfortable with both the colleagues and the trainer. Getting comfortable in communicating with workers and the trainer will require time and that is why the whole week is dedicated to these tasks. In the third week, the focus will be on understanding the know-how of work. In this process, the employee will have to practice doing work and report all issues to the trainer. The fourth week will be concerned with understanding the time-flexibility and L&D activities which are considered important in the organization. Line managers will be responsible for this task.

In the fifth week, the focus will be only on understanding health and safety procedures as they are time-consuming. And in the last week, the learning acquired in five weeks will be demonstrated (Aswathappa, 2013).

References of Onboarding and Organization 

Ahammad, T. (2017). Personnel Management to Human Resource Management (HRM): How HRM Functions? Journal of Modern Accounting and Auditing, 13(9), 412-420.

Aswathappa, K. (2013). Human resource management: Text and cases. Tata McGraw-Hill Education.

DeCenzo, D. A., Robbins, S. P., & Verhulst, S. L. (2016). Fundamentals of Human Resource Management, Binder Ready Version. John Wiley & Sons.

Downs, Y., & Swailes, S. (2013). A capability approach to organizational talent management. Human Resource Development International , 16(3), 267-281.