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Activity:
159 views;
last activity : 07 06 2010 20:18:09 +0000
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Explaining them the work culture and their career path........
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Proper Induction, Success stories, Proper Trainings, Career Opportunites
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Emphasize on Personal Growth
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Providing mentors
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Total package is lacking!!
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Well planned induction and employee engagement
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Employees are far more likely to resign during their first months after joining an organization
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Share JD and KRAs with new employee
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This is the problem faced by most of the organisations. It is obvious that new employees will face these kind of problems because for them it is a complete change from academic level to corporate work culture. So, at the time of joining only, i.e, at the time of training, they should be told that this is going to be the new work culture for them where they have to really work hard & climb up the ladder and show them their career path |
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hi everybody
Any new incumbent who comes aboard would have a lot of questions in his / her mind about the organisation in terms of the work culture / environment as they have migrated from their previous company to the present. It is the first and foremost responsibility of the HR department by default that a well planned induction program be designed and implemented and take the employee to the comfort level and have the group introduction done (send an email to all in the organisation so that everyone in the office as well as other locations where they have a presence know that the person has come aboard) a brief mail on the incumbent on the department that he / she has joined and a 1 liner on the hobbies would help.
Right from introduction to the explanation on the policies and procedures and brief interaction with the various department heads would help the new employee feel at ease.
This could avoid negativity / doubts / pessimism which might lead to the root cause of the new incumbent to disillusionment thereby taking the step of tendering the resignation (because of the culture shock and the environment) and leaving the organisation in a short period.
Regards,
Sadashiv
In order to make the employees comfortable in the early days of joining the organisation it is of utmost importance that the employee should be properly inducted into the organisation.
A well planned induction program helps
- the employee to gain business knowledge in detail,
- identify him/herself with the culture of the company and
- also gives the employee to associate himself with the company.
A well planned induction should cover all the aspects of the company regardless of what dept. the employee is joining in, it develops a trust in the employee and gives them the bigger picture.
A induction followed by the sessions taken by HR should cover all details about the job description, remuneration, expectation from company, expectations of the employee.
I agree that this problem exist with most of the organisation. Employees tend to leave the organisation in their first month for one of the common reason is that they tend to compare their current job role with the previous one "which I call GHOST experience".
Organisation make all efforts to make an employee happy in the job role.
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Proper Induction: helps them to clear doubts and maintains transperancy on the type of functions and type of business running in the organization Success Stories: helps them to be motivated and ignite a fire to be successful like the examples set.. Proper Trainings: helps them realise that the trainers are competent enough to teach them and the procedures are professionally perfect to follow Career opporunuties: helps them to understand, that even if they are in not in the right kind of job which relates to their competencies they still have opporunites lying in the organization and helps them with more learning.. |
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I support this idea. Showing Career path or emphasing on Personal growth really helps.
Very true.. Induction really helps and even success stories does boost up the employee's motivation.. Trainings and Career opportunites are a must too..
Good idea Mr. Singh..
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If one notices... most of the people who resign under the circumstances will have a better offer, or better growth oppertunity etc etc. These people are highly capable of achieving their goals in a fast paced environment. The company should understand the need of the individual and fuel him with oppertunities to grow within the organization. An employee leaves only when the growth will become stagnant. Emphasize on the employee's growth and make him aware of that. Everyone looks for their profit and if one sees it in the current organisation, they will not leave.. |
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Forming small small groups & then assigning mentors to each of the groups can help an HR tackle this problem. This will help an Individual to understand the new environment where he/she is working, they can even share any grievances or change they might be facing in the organization. Identifying their needs & then providing proper guidance will prevent them from leaving for any such reason. |
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I guess it's mainly bcoz of lack of a total package.If anyone leaves in such a short duration major reasons possible are- better pay/inability to adapt/work not as it sounded in JD/problems with seniors/no sense of existence in company. So during the interview stages various tests must be done & best designed compensation package to, thoroughly know the individual and his aspirations & appoint him only if 90% criteria get satisfied from both sides. |
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In order to make the employees comfortable in the early days of joining the organisation it is of utmost importance that the employee should be properly inducted into the organisation. A well planned induction program helps - the employee to gain business knowledge in detail, - identify him/herself with the culture of the company and - also gives the employee to associate himself with the company. A well planned induction should cover all the aspects of the company regardless of what dept. the employee is joining in, it develops a trust in the employee and gives them the bigger picture. A induction followed by the sessions taken by HR should cover all details about the job description, remuneration, expectation from company, expectations of the employee. |
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Employees are far more likely to resign during their first months after joining an organization
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In the interview stage,not only company's requirement has to be mapped, but also the candidates expectation from the company. Before recruiting check his expectation with the company's culture and affordability then to recruit. Prevention is better than cure. During the first six months, to intreact with the recruit and fill the gaps in perception, that will make him to settle in the company. |
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The new employee often gets confused if the JD and KRAs are not shared with him. Hence, HR facilitator needs to organize a brief meeting between new employee and immediate superior to share the desired JD and KRAs with expected role. The said one on one discussion shall bring clarity between the new employee and superior so as to avoid the potential performance gaps at later stage. |
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