This includes orientation which refers to a specific course or training event that new starters attend. and socialization by which new employees build up working relationships and find roles for themselves within their new teams (Taylor, 2005: 261).
Induction is important from a human resources management perspective. The procedure is undertaken for the purpose of good practice rather than legal compliance. The main forms of induction include one-to-one briefings from the line manager or human resources, group briefings for new staff, and provision of a copy of the staff handbook (Memo, 2005: 47).
Reduces the Cost and Inconvenience of Early Leavers: Employees are far more likely to resign in the first month after joining the organization. The cost of the employee’s resignation to the firm can include: “recruitment costs of replacement. induction costs of training, and other inputs, costs of temporary agency replacement, cost of extra supervision and error correction, gap between the employee’s value to the company and the cost of the employee’s pay and benefits” (Armstrong, 2003: 454).
Increases Commitment: A committed employee is one who identifies with the organization, wants to stay with it and is prepared to work hard for the organization. The first step to achieving commitment is to present the organization as one that is worth working for and to ensure that this first impression is reinforced during the first weeks of employment (Armstrong, 2003: 454). Pettinger (1998: 65) supports this view, stating that successful flexible working is dependent upon effective induction. The required attitudes, values and methods of working are reinforced during the induction period. It is important for all staff, hence neither part-time, unskilled nor management, technological and administrative staff should be neglected.
Strengthens the Psychological Contract: This consists of implicit unwritten beliefs and assumptions .about how employees are expected to behave, and what responses they can expect from their employer.